Policy for Pay Progression Using Gateways

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Policy for Pay Progression Using Gateways"

Transcription

1 Policy for Pay Progression Using Gateways Policy HR 18 January 2008

2 Document Management Title of document Policy for Pay Progression Using Gateways Type of document Policy HR 18 Description This policy will impact on all staff employed under the Agenda 4 Change terms and conditions and will support their pay progression Target audience All staff Author Department Directorate Sandra Wright Training Corporate Services & HR Approved by Governance Committee Date of approval 3 March 2008 Version Number 2 Next review date 31 March 2010 Related documents Superseded documents Version 1.2 Internal distribution External distribution Availability Contact details (of main contact for this document) All staff n/a All ratified policies, strategies, procedures and protocols are published on the Trust Intranet and Public Website. Name: Sandra Wright Addres s: Room 248 Tel: HR 18 Policy for Pay Progression Using Gateways Page 2 of 20

3 This policy has been produced in consultation with staff and staff side representatives and has been approved by the Joint Consultative and Negotiating Committee (JCNC). The policy will be applied fairly and consistently and those responsible for its implementation towards individual staff or groups of staff will ensure that their behaviour and actions are non-discriminatory and are in line with the Dignity and Respect and the Elimination of Harassment, Bullying and/or Discrimination at Work Policy. As part of our Equality & Diversity Scheme, Northamptonshire Teaching Primary Care Trust (NtPCT) will have due regard for the need to eliminate unlawful racial discrimination and promote equal opportunities where there is potential discrimination from age, gender, sexual orientation, disability, ethnicity, religion and belief. HR 18 Policy for Pay Progression Using Gateways Page 3 of 20

4 Contents 1. Development Review Process 5 2. Gateways 5 3. Responsibilities 7 4. Pay Progression 9 5. Exceptional Grounds for Deferral of Pay Progression Local Appeals Procedures Monitoring Integration with Other Trust Policies 15 Appendix 1 Flowchart for Pay Progression using Gateways Process 16 Appendix 2 Policy Impact Assessment 19 HR 18 Policy for Pay Progression Using Gateways Page 4 of 20

5 It should be noted that Doctors, Dentists and some Senior Directors are not employed under Agenda for Change terms and conditions therefore they will not be required to develop a Knowledge and Skills Framework (KSF) outline, progress through the Gateway process, or complete any of the KSF related appraisal paperwork. There is still a requirement for these individuals to undertake a Personal Development Review and complete relevant paperwork. 1. DEVELOPMENT REVIEW PROCESS 1.1 All staff who are employed under the Agenda for Change Terms and Conditions will have annual development reviews in line with the NHS Knowledge and Skills Framework (KSF), which will result in the production of a Personal Development Plan (PDP). Similar to current practice, development reviews will take place between an employee and their manager/senior team member or, where appropriate, their supervisor, a professional adviser or another appropriately trained senior team member. Management and staff representatives locally should jointly agree personal Development Review (PDR) procedures. 1.2 This policy should be considered in conjunction with the policies for Appraisal & Personal Development Policy incorporating The Knowledge & Skills Framework, Grievance Policy & Procedure, The National Agreement for Agenda for Change, Sickness Absence Management Policy and the Performance Management Policy. 2. GATEWAYS 2.1 Gateways are points on a pay band where assessment of the application of knowledge and skills necessary to progress will be made. There are two gateway points: the foundation gateway and the second gateway. 2.2 In most years pay progression will take the form of an annual increase in pay from one pay point within a pay band to the next as there is a normal expectation of progression. At defined points in a pay band known as gateways decisions are made about pay progression as well as development. 2.3 There are two gateways in each of the nine pay bands: HR 18 Policy for Pay Progression Using Gateways Page 5 of 20

6 2.4 The foundation gateway this takes place no later than twelve months after an individual is appointed to a payband regardless of the pay point to which the individual is appointed. (Staff newly appointed above the level of the second gateway will be considered against the full outline competences). The purpose of the foundation gateway is to check that individuals can meet the basic demands of their post on that payband the foundation gateway review is based on a subset of the full NHS KSF outline for a post. Its focus is the knowledge and skills that need to be applied from the outset in a post coupled with the provision of planned development in the foundation period of up to 12 months. 2.5 The second gateway this is set at a fixed point towards the top of a payband as set out in the National Agreement. Pay band Pay band 1 Pay bands 2 4 Pay bands 5 7 Pay band 8, ranges A D Pay band 9 Position of second gateway Before final point Before first of last two points Before first of last three points Before final point Before final point 2.6 The purpose of the second gateway is to confirm that individuals are applying their knowledge and skills to consistently meet the full demands of their post as set out in the full NHS KSF outline for that post. Having gone through the second gateway, individuals will progress to the top of the pay band provided they continue to apply the knowledge and skills required to meet the NHS KSF outline for that post. There is an expectation that individuals will progress through the pay-points on a payband by applying the necessary knowledge and skills to the demands of the post. It is only at gateways, or if concerns have been raised about significant weaknesses (See Section 5 for further information) in undertaking the current role, that the outcome of a review might lead to deferment of pay progression. There is a normal expectation of progression through each incremental point on the pay scale irrespective of whether the incremental point falls on a gateway or not. HR 18 Policy for Pay Progression Using Gateways Page 6 of 20

7 2.7 Review of individuals at the gateways is based on using the dimensions and levels of the NHS KSF that are relevant to that post. The national Agreement specifies that it is the NHS KSF, and it alone, that forms the basis of the second gateway. Qualifications and other competences, for example, may be used as evidence towards the achievement of the dimensions if this is agreed and applicable but they cannot replace the NHS KSF. 2.8 The whole system is based on the principle of NO SURPRISES if there are difficulties with individuals developing towards the full NHS KSF outline for the post, or there are disciplinary issues, these must have been addressed by reviewers before the gateway reviews. This mirrors good management practice and should be no different from good appraisal practice as it currently exists. It is expected that in the first year of employment each member of staff will have at a minimum two documented meetings with their appraiser, to ensure that objectives are set, that reflect the relevant outline for the post, and that objectives are on target to be met. 3. RESPONSIBILITIES 3.1 Managers have the responsibility for ensuring that: Each member of their staff has a Performance Development Review (PDR) and informal reviews in line with this document and that Personal Development Plans (PDP) are produced with their staff Annual Personal Development Plans exist for each member of staff and that the information contained in these individual PDPs is used in formulating the PCT training plan. Personal Development Plans reflect service objectives and staff fully understand the nature of these service objectives The member of staff is given the opportunity to undertake activities identified on the PDP Individuals are given the opportunity to apply their learning in the workplace Protected time and space is set aside for the appraisal review and planning stages They are fully prepared for the process including having the right materials available at he time such as the NHS KSF outline for the post and the gateway. HR 18 Policy for Pay Progression Using Gateways Page 7 of 20

8 3.1.7 There is an agreement with the employee about the level and type of evidence that the employee is required to produce in order to demonstrate competence within the role. This must be in line with the level of the role and the agreed applications of evidence within the KSF outline The manager will review the individual s work against the KSF outline for the post using the evidence provided and working knowledge of the individual s performance They will agree the time, location and venue of the review with the individual Liaise with HR at any point where there is an issue that could effect pay progression to ensure the correct HR policies are utilised in a timely manner. The meeting of these responsibilities is primary evidence for the managers own PDR under the Dimensions: Core Dimension - Personal and People Development G6 People Management G7 capacity & Capability As these are core management dimensions, any manager failing to conduct PDRs will be unable to demonstrate competency within these dimensions, with the associated consequences. 3.2 Individuals have a responsibility to: To gather evidence to prove competence in line with the KSF outline Attend activities identified in their PDP, where resource has been made available to do so. If resources are not available i.e. training/time this will not cause staff to be penalised Produce the PDP utilising e-ksf where possible Set aside protected time and space for the review and planning stages and work alongside management to ensure that adherence to the process for ensuring review meetings occurs Ensure that they are fully prepared for the process. HR 18 Policy for Pay Progression Using Gateways Page 8 of 20

9 3.3 The Organisation has a responsibility to: Ensure that individuals conducting PDR are appropriately trained to do so Ensure that all staff are being given equal access to PDR Provide managers with the approved documentation for pay progression as provided within The NHS Knowledge and Skills Framework (NHS KSF) and the Development Review Process October Meet it s statutory obligations by ensuring staff are fit for practice. 4. PAY PROGRESSION 4.1 Newly appointed or promoted staff joining a pay band under the new system will serve an initial foundation period of up to twelve months. During this initial period, all staff will have at least two discussions with their manager (or the person acting as their reviewer) to review progress guided by the KSF foundation outline for the post. The first of these discussions should normally be during the induction period. The second discussion should commence no later than one month prior to the gateway. 4.2 The aim of these discussions and any resulting support and development will be to help staff make a success of the new job and confirm as quickly as possible that they are applying the basic knowledge and skills needed for the job and can pass through the foundation gateway and commence progression up their pay band. 4.3 Once progression has been agreed, a member of staff will normally progress to the next point on their pay band twelve months after appointment and to subsequent points every twelve months thereafter subject to meeting the criteria for progression when they pass through the second gateway point. Therefore appraisal timescales will be matched to individual members of staff as dictated by the staff members pay incremental date. 4.4 Before moving through the second gateway, there will be an assessment as part of the process of development review, against the full KSF outline for the post. Staff will normally expect to move through the second gateway at this point, but subject to the safeguards set out in paragraph 4.7 progression may be deferred if the review indicates that they are not yet applying the full range of Knowledge and Skills required for the post. Once it is evidenced that the full range of Knowledge and Skills has HR 18 Policy for Pay Progression Using Gateways Page 9 of 20

10 been met the staff member will progress through the gateway incremental point with pay backdated to the date of the review with the manager at which the outline achievement is confirmed. This means that the incremental date is NOT backdated as during this period the employee was not demonstrating the skills required for their post. This will not affect their incremental date. If the employee disagrees with the process or the final outcome of the decision then a review may be requested the NtPCT Local Appeals procedure (section 6 below), and the NtPCT performance procedures should be considered. It would be considered unreasonable for a manager to hold an employee at a gateway point and then not to meet with them to review progress for more than three months. 4.5 The gateway system will become fully operational when an employer has put in place reasonable arrangements to ensure that staff has access to development reviews, personal development plans and appropriate support for training and development to meet the applied knowledge and skills required at the gateway concerned. 4.6 Existing staff with at least twelve months experience in post will be assumed to have met the criteria for passing through the foundation gateway. Where the gateway system is operational, they will however be subject to the normal operation of the new system at the second gateway. This will include meeting competencies assessed through the appraisal process. 4.7 The following safeguards will also apply: There will be a normal expectation of progression and no national or local quotas will apply. All staff must have an equal opportunity to demonstrate the required standard of knowledge and skills to progress through the gateways and pay points The applied skills and knowledge required at the foundation and second gateways should be clearly stated during recruitment The KSF outlines may be changed subsequently by local agreement within the work area concerned where changes apply to a number of posts, or with the individual where they apply only to a single post. The outlines may also be changed where that is necessary to reflect a change in professional standards as agreed by the relevant professional body or authority The demonstration of knowledge and skills must be that used within each dimension, level and indicators in the KSF. HR 18 Policy for Pay Progression Using Gateways Page 10 of 20

11 4.7.5 Employers must ensure there is a robust jointly agreed process for checking managers' decisions and reviewing disagreements with an agreed timescale for re-review Pay progression cannot be deferred unless there has been prior recorded discussion between the individual and the person undertaking their review. This discussion should include the knowledge and skills that the individual needs to develop and apply, and the support mechanism and opportunity put in place to achieve this development. (See Policy and Procedure for Unsatisfactory Work Performance) Employers and staff representatives, acting in partnership, will monitor decisions on pay progression to ensure that there is no discrimination or bias in relation to race or ethnicity, gender, sexual orientation, disability, religion, age or trade union membership, membership, or pattern of employment e.g. parttime, flexible and night workers. 4.8 If incremental progression is to be deferred operational managers must notify Human Resources in writing, providing reasons in order for Human Resources to notify payroll and postpone incremental progression. A Salaries and Wages form will have to be completed, stating reasons for deferment of incremental increase. 4.9 The gateway review should take place in time for staff to progress on their normal incremental date. Managers and staff should therefore ensure that they are aware of individual incremental dates and plan accordingly Guidance in respect of the effect of maternity leave, parental leave and adoption leave on meeting PDPs and progress through the KSF gateways: Each case should be considered individually as, for example, some staff will already have achieved the requirements of the second gateway, even before they are due to pass through it. It is also possible, in the case of pregnancy, for manager and employee to agree to conduct a gateway review ahead of any leave actually being taken, as this is often known and predictable. Thus the individual could proceed through the gateway whilst actually on leave, provided that the required level of competency had been established in advance. Either party might take responsibility to think ahead in this way, and the precise procedure could be agreed and written up into local policies Should an individual be on long term leave due to sickness at the time of a gateway review their incremental point shall be with held until they HR 18 Policy for Pay Progression Using Gateways Page 11 of 20

12 return to work at their normal hours. A gateway review should be arranged as soon after their return to work as possible. If it is agreed at this review that an individual has achieved the requirements of the KSF outline, the incremental point will be awarded and backdated to the individuals incremental date. If the individual is unable to demonstrate the requirements of the KSF outline a personal development plan will be put in place to support the development of the required skills. The incremental point will be awarded when the individual and line manager are in agreement that competence has been demonstrated in line with the KSF outline Staff joining pay band 5 who are subject to a preceptorship year will have two development reviews within the first 12 months of employment. The first review after 6 months will seek to establish whether they are on track in their development towards the Foundation Gateway and if this is the case, they will receive an incremental point. After 12 months the second development review will form the Foundation Gateway. When they pass through this gateway, they will move up to the next point on the pay band ie. an accelerated progression through the first two points in pay band EXCEPTIONAL GROUNDS FOR DEFERRAL OF PAY PROGRESSION 5.1 Where significant weaknesses in performance in the current post have been identified and discussed and documented with the staff member concerned and have not been resolved despite opportunities for appropriate training/development and support, exceptionally pay progression may be deferred at any pay point until the problems are resolved. 5.2 Significant weaknesses have been defined within the Agenda for Change NHS Terms and conditions of service handbook (January 2005, 6.26) weakness in performance in the current post have been identified, discussed and documented with the staff member concerned and have not been resolved despite opportunities for appropriate training/development and support. HR 18 Policy for Pay Progression Using Gateways Page 12 of 20

13 5.3 Significant weaknesses are, therefore, those which prevent a staff member from continuing to apply consistently, across a recognised normal workload, the knowledge and skills specified under the KSF foundation post outline for the foundation gateway or, for staff above the second gateway, the full range of knowledge and skills specified under the full KSF post outline, without continued supervision and support inappropriate to the post. 5.4 If an employee feels that their manager has acted unfairly or unreasonably, in holding their incremental progression at a gateway point then they can appeal using the Trust Grievance Policy and Procedure. If following this appeal the manager was found to have acted unreasonably in withholding the employees increment the progression will be backdated. 6. LOCAL APPEALS PROCEDURES 6.1 Disagreements may arise at a number of stages during this process. The reviewer should make every effort to come to an agreement with the employee about their assessment of their current competence and the required development plan. 6.2 If the individual member of staff and their reviewer cannot agree, either one initially has the right to seek support on an informal local basis from a third party, such as the line manager of the reviewer, their human resources or staff development advisor, or a trade union representative. This third person should, where possible, be agreed by both the member of staff and the reviewer. 6.3 This third person may seek further information from either the reviewer and/or the individual member of staff. They will look at the information from both and come to an objective decision. 6.4 If during the informal stage it is agreed, after having considered the issues that the matter can be resolved without recourse to the appeal procedure then the reviewer should confirm the agreement in writing. This agreement may include a recommendation that the case should be linked with a number of similar cases and dealt with by local review rather than by individual appeal. 6.5 The informal review should establish in particular whether: The issue of concern is not based on incorrect information, The issue of concern is not based solely on opposition to the clear terms of the agreement, HR 18 Policy for Pay Progression Using Gateways Page 13 of 20

14 6.5.3 The issue of concern has already been determined (or is already under consideration) either by the NHS Staff Council, or on local review or in a preceding appeal in similar circumstances, Reasonable attempts have been made to first resolve the issue without recourse to an appeal. 6.6 If the informal process cannot address the problem, then the individual member of staff can take their case through the NtPCT Grievance Policy and Procedure. 6.7 Appeals may not be lodged more than six months after the employee was notified or could otherwise have reasonably been expected to be aware of the decision giving rise to the appeal. 6.8 Where an appeal proceeds it should commence with a statement in writing from the appellant. 6.9 The decision of the local appeal procedure is final and there will be no further levels of appeal The local appeal panel may need to consult the NHS Staff Council on the interpretation of this agreement before reaching a decision, and should do so where an issue of interpretation is material to the case and has not already been clarified by the Council If pay has been withheld, then if the individual's case is upheld pay will be back-dated to the point at which pay progression should have occurred. 7. MONITORING 7.1 A national framework will be agreed by the NHS Staff Council for national roll out, supported by the learning gathered during early implementation, to ensure that consistent information will be collected on the progression of staff through payband gateways. 7.2 This information will be gathered locally via the ESR route in such a way as to enable analysis by occupational group, age, pay band, ethnicity, disability and gender including both full-time and part-time staff and to ensure consistency and equality. 7.3 Employers and staff representatives, in partnership, will use the results of the monitoring exercise to ensure best practice is being followed. The information will also be used by the NHS Staff Council to ensure equity of the system and provide support to employers and local staff representatives. HR 18 Policy for Pay Progression Using Gateways Page 14 of 20

15 8. Integration with Other Trust Policies This policy links with the following Trust policies and procedures Grievance Policy and Procedure Appraisal & Personal Development Policy incorporating The NHS Knowledge & Skills Framework Sickness Absence Management Policy HR 18 Policy for Pay Progression Using Gateways Page 15 of 20

16 Appendix 1 Flowchart for Pay Progression using Gateways process Line Manager / appraiser role Staff member / appraisee role Ensure staff member has a current job description, copies of outcomes of the previous years review & KSF outline Record and collect evidence of achievement of objectives, of activities linked to their PDP competence in line with KSF outline Agree 6 months in advance if appraisal is a Gateway Appraisal. NB: Gateway Appraisal must be held 8 weeks before incremental date. If it is a gateway review, a documented discussion should be held to ensure the individual is being supported to fulfil the expectations of the full or foundation outline (which ever is the appropriate) Agree 6 months in advance if appraisal is a Gateway Appraisal. NB: Gateway Appraisal must be held 8 weeks before incremental date. If it is a gateway review, a documented discussion should be held to ensure the individual is being supported to fulfil the expectations of the full or foundation outline (which ever is the appropriate) Set date for Annual Appraisal and Personal Development Review meeting. Agreement is recorded that there sufficient evidence for the Appraisal to take place and the appraisee will proceed through appropriate gateway. If appraisee is unable to provide sufficient evidence a personal development plan will be put in place to support the development of required skills. If issues are related to underperformance need to use performance management process. Supported by Line Manager and personal development plan collect evidence of achievement to allow progression through appropriate gateway. HR 18 Policy for Pay Progression Using Gateways Page 16 of 20

17 Appraisal Procedure as per policy. Complete paperwork and Personal Development Plan. Copies of all forms to be kept by staff member and line manager in personal file. Complete Part F and send a copy to the Training Department. Input Appraisal result into the e-ksf electronic tool. Set review date(s) as required e.g. due to deferral at gateway. Set date for review meeting for assessment and evaluation of required evidence to allow appraisee to proceed through appropriate gateway. Continue with annual appraisal process. HR 18 Policy for Pay Progression Using Gateways Page 17 of 20

18 Appendix 2 Policy Impact Assessment Screening Tool Name of Directorate Corporate Services & HR Date of Assessment: January 2008 Policy being assessed Pay Progression using Gateways Assessment Carried out by Sandra Wright, Training Manager Policy Title Who is affected Statutory requirements Full Assessment Needed Yes / No Priority High / Medium / Low Policy for Pay Progression Using Gateways All staff within Northamptonshire Teaching PCT Statutory requirements required. At operational level process requires ongoing review of employment practices and policy development to promote equality, avoid discrimination and fully recognise the diverse needs circumstances and concerns of the people affected by HR Policy and Practice Yes. This is based on the potential impact that any gateway review may have on the individual if not treated in accordance with the Race Relations Amendment Act (2000) and the Equality & Diversity process. High HR 18 Policy for Pay Progression Using Gateways Page 18 of 20

19 Policy Impact Assessment Full Assessment Tool Name of Directorate Corporate Services & HR Date of Assessment: January 2008 Policy being assessed: Pay Progression using Gateways Assessment Carried out by: Sandra Wright, Training Manager 1. What consultation process will be undertaken? 2. Where will records of this consultation be kept? Discussed and amended through the KSF Lead for the Trust. Policy disseminated and discussed through JCNC Minutes of the JCNC meetings will record discussions 1. What existing monitoring arrangements are in place? 2. Are these sufficient? 3. Are any additional arrangements required 1. How will the results of the assessment be published? Six monthly review as requested by JCNC. Yes No Intranet/Internet which will allow both staff and public access HR 18 Policy for Pay Progression Using Gateways Page 19 of 20

20 Policy aims and outcomes Evidence for assessment Difference in Outcomes Assessing Impact Proposed action 1. To ensure the integrity of the KSF gateway system 2. To minimize the risks to the organisation when gateway reviews are undertaken 3. To support managers in the implementation of the gateway system 4. To ensure equity for staff throughout the gateway procedure 1. There is little evidence available at the current time to assess effectively, as the process is new. 2. The specific employment duties of the Race Discrimination Act and the Equality & Diversity process monitors HR data on an annual basis to assess if there are circumstances of potential discrimination. 1. There is no evidence available at the current time 1. The impact of discriminatory practice whilst implementing Agenda for Change processes would have an adverse impact on staff morale, relationships with managers, and would affect service delivery. 1. Effective data collection through HR procedures to inform uptake of gateway procedures 2. Training and education for staff and managers alike to ensure an understanding of KSF procedures 3. Investigate any reports of discriminatory practice by managers, colleagues or staff who are responsible for the implementation of the gateway reviews for staff HR 18 Policy for Pay Progression Using Gateways Page 20 of 20

Incremental Pay Progression Policy and Procedure

Incremental Pay Progression Policy and Procedure Incremental Pay Progression Policy and Procedure Date Impact Assessed: Version No: 1 No of pages: 14 Date of Issue: March 2015 Date of next review: March 2016 Distribution: All employees Published: Contents

More information

HUMAN RESOURCES POLICY

HUMAN RESOURCES POLICY North of England Clinical Commissioning Groups HUMAN RESOURCES POLICY REDEPLOYMENT Policy Number: HR28 Version Number: 2.0 Issued Date: May 2015 Review Date: May 2017 Sponsoring Director: Prepared By:

More information

INDIVIDUAL AND COLLECTIVE GRIEVANCES POLICY AND PROCEDURE

INDIVIDUAL AND COLLECTIVE GRIEVANCES POLICY AND PROCEDURE INDIVIDUAL AND COLLECTIVE GRIEVANCES POLICY AND PROCEDURE Individual and Collective Grievances Policy & Procedure Page: Page 1 of 19 Recommended by Approved by HR OD Committee Workforce Committee Approval

More information

Department HR Operations. Approved by Pay and Reward Sub Group. Approval and Review Process Workforce & Organisational Development Committee

Department HR Operations. Approved by Pay and Reward Sub Group. Approval and Review Process Workforce & Organisational Development Committee Document Control Title Job Evaluation Policy Author s job title HR Manager Directorate Workforce Development Date Version Issued 0.1 May 2013 Status Draft Department HR Operations 0.2 Sept 2013 Final 0.3

More information

WORCESTERSHIRE MENTAL HEALTH PARTNERSHIP NHS TRUST JOB EVALUATION AND REBAND POLICY

WORCESTERSHIRE MENTAL HEALTH PARTNERSHIP NHS TRUST JOB EVALUATION AND REBAND POLICY WORCESTERSHIRE MENTAL HEALTH PARTNERSHIP NHS TRUST JOB EVALUATION AND REBAND POLICY This policy should be read in conjunction with Worcestershire Mental Health Partnership NHS Trust Policy Data Unique

More information

APPRAISAL (Performance Management) 2016/17. Date Agreed Body Review Date

APPRAISAL (Performance Management) 2016/17. Date Agreed Body Review Date APPRAISAL (Performance Management) 2016/17 Date Agreed Body Review Date 02 November 2016 Board of Trustees Autumn 2017 This policy must be read in conjunction with each school s Operational Handbook for

More information

Flexible Working Arrangements Policy

Flexible Working Arrangements Policy Flexible Working Arrangements Policy Document Status FINAL Version: V5.0 DOCUMENT CHANGE HISTORY Initiated by Date Author Operational HR August 2011 HR Policy Group Version Date Comments (i.e. viewed,

More information

Annual Leave Guidance HR 20

Annual Leave Guidance HR 20 Annual Leave Guidance HR 20 April 2008 1 Document Management Title of document Annual Leave Guidance Type of document Guidance HR 20 Relevant to All Employees Author Department Directorate Andrew Stewart

More information

JOB EVALUATION POLICY (H11)

JOB EVALUATION POLICY (H11) JOB EVALUATION POLICY (H11) If you require a copy of this policy in an alternative format (for example large print, easy read) or would like any assistance in relation to the content of this policy, please

More information

Recruitment and Selection Policy and Procedure

Recruitment and Selection Policy and Procedure Recruitment and Selection Policy and Procedure Date Impact Assessed: March 2014 Version No: 1 No of pages: 14 Date of Issue: Date of next review: April 2015 Distribution: All employees Published: Recruitment

More information

Lead Employer Flexible Working Policy. Trust Policy

Lead Employer Flexible Working Policy. Trust Policy Lead Employer Flexible Working Policy Type of Document Code: Policy Sponsor Lead Executive Recommended by: Trust Policy Deputy Director of Human Resources Director of Human Resources Date Recommended:

More information

Flexible Working Policy. (including Flexible Retirement)

Flexible Working Policy. (including Flexible Retirement) SH HR 48 (including Flexible Retirement) Summary: Keywords (minimum of 5): (To assist policy search engine) Target Audience: The document provides guidance for staff and managers considering and requesting

More information

DIVERSITY AND INCLUSION POLICY

DIVERSITY AND INCLUSION POLICY DIVERSITY AND INCLUSION POLICY Definition Carillion will make every effort to ensure that staff and job applicants are treated with courtesy, dignity and respect irrespective of race (including colour,

More information

Human Resources Policy Framework. Management of Attendance Policy and Procedure

Human Resources Policy Framework. Management of Attendance Policy and Procedure Human Resources Policy Framework Management of Attendance Policy and Procedure Approved by: Cabinet Resources Panel (15.12.2015) revised Cabinet Resources Panel (27.11.2012) original Published: 01.01.2016

More information

Special Leave Policy. Special Leave Policy

Special Leave Policy. Special Leave Policy Special Leave Policy Responsible Director: Author and Contact Details: Document Type: Target Audience: Document Purpose/ Scope: Date Approved/ Ratified: Approved/Ratified by: Director of HR & Governance

More information

Probation Policy and Procedure

Probation Policy and Procedure Probation Policy and Procedure Effective from 3 rd January 2017 Author: Employee Relations Advisor Human Resources 1.0 Purpose 1.1 The University recognises that a supportive and developmental probation

More information

The Newcastle upon Tyne Hospitals NHS Foundation Trust. Employment Policies & Procedures

The Newcastle upon Tyne Hospitals NHS Foundation Trust. Employment Policies & Procedures The Newcastle upon Tyne Hospitals NHS Foundation Trust Employment Policies & Procedures Maintaining Services During Adverse Weather Conditions and Public Transport Disruption Policy Version.: 3.0 Effective

More information

THE NHS STAFF COUNCIL WORKING IN PARTNERSHIP. Agenda for Change Terms and conditions of service handbook

THE NHS STAFF COUNCIL WORKING IN PARTNERSHIP. Agenda for Change Terms and conditions of service handbook THE NHS STAFF COUNCIL WORKING IN PARTNERSHIP Agenda for Change Terms and conditions of service handbook Version 2, August 2007 Updated April 2008 Introduction The terms and conditions of service set out

More information

Terminal Illness and Death in Service Procedure

Terminal Illness and Death in Service Procedure Terminal Illness and Death in Service Procedure Document Status Final Version: V1.0 DOCUMENT CHANGE HISTORY Initiated by Date Author Ann Langdon July 2012 Sarah Atkins Version Date Comments (i.e. viewed,

More information

Individual and Collective Grievances Policy (Replacing Policy Number 073 and 108 Workforce)

Individual and Collective Grievances Policy (Replacing Policy Number 073 and 108 Workforce) Individual and Collective Grievances Policy (Replacing Policy Number 073 and 108 Workforce) POLICY NUMBER TPWF/216 VERSION 1 RATIFYING COMMITTEE DATE RATIFIED DATE OF EQUALITY & HUMAN RIGHTS IMPACT ANALYSIS

More information

Controlled Document Number: Version Number: 002. On: October Review Date: October 2020 Distribution: Essential Reading for: Page 1 of 12

Controlled Document Number: Version Number: 002. On: October Review Date: October 2020 Distribution: Essential Reading for: Page 1 of 12 Equality and Diversity in Employment Policy CONTROLLED DOCUMENT CATEGORY: CLASSIFICATION: PURPOSE Controlled Document Number: Policy Version Number: 002 Controlled Document Sponsor: Controlled Document

More information

STAFF APPRAISAL AND MANAGEMENT SUPERVISION POLICY

STAFF APPRAISAL AND MANAGEMENT SUPERVISION POLICY STAFF APPRAISAL AND MANAGEMENT SUPERVISION POLICY Version: 6 Ratified by: Date ratified: March 2016 Title of originator/author: Title of responsible committee/group: Date issued: March 2016 Review date:

More information

Employment Appeals Procedure

Employment Appeals Procedure Employment Appeals Procedure Version: 3 Bodies consulted: Staff side chair Approved by: EMT Date Approved: 27.9.16 Lead Manager: Director of Human Resources Responsible Director: Deputy Chief Executive

More information

JOB DESCRIPTION. Audiology, Dermatology, ENT, Oral Services & Plastic Surgery

JOB DESCRIPTION. Audiology, Dermatology, ENT, Oral Services & Plastic Surgery JOB DESCRIPTION Job Title: Department: Reports to: Liaises with: Service Delivery Manager - Fixed term post Audiology, Dermatology, ENT, Oral Services & Plastic Surgery Head of Service Staff at all levels

More information

Secondary Employment Policy

Secondary Employment Policy Secondary Employment Policy Reference Number: 166 Author & Title: Gayle Williams, HR Manager Steve Dunne-Howell, RCN Representative Responsible Directorate: Human Resources Review Date: 4 April 2016 Ratified

More information

EQUAL OPPORTUNITIES AND DIVERSITY POLICY

EQUAL OPPORTUNITIES AND DIVERSITY POLICY EQUAL OPPORTUNITIES AND DIVERSITY POLICY Definition Carillion will make every effort to ensure that all employees are treated with courtesy, dignity and respect irrespective of gender, race, religion,

More information

Grievance Procedure. Version: 4.0. Date Approved: 30 October Date issued: 30 October 2017 Review date: October 2022

Grievance Procedure. Version: 4.0. Date Approved: 30 October Date issued: 30 October 2017 Review date: October 2022 Grievance Procedure Version: 4.0 Bodies consulted: Approved by: Joint Staff Consultative Committee Executive Management Team Date Approved: 30 October 2017 Lead Manager: Responsible Director: HR Business

More information

FIXED TERM CONTRACT POLICY. Recruitment and Selection Policy Secondment Policy. Employment Policy. Officer / CSP

FIXED TERM CONTRACT POLICY. Recruitment and Selection Policy Secondment Policy. Employment Policy. Officer / CSP FIXED TERM CONTRACT POLICY Reference No: UHB 173 Version No: 2 Previous Trust / LHB Ref No: T 297 Documents to read alongside this Policy Recruitment and Selection Policy Secondment Policy Redeployment

More information

Beltane Fire Society Equality and Diversity Policy

Beltane Fire Society Equality and Diversity Policy 1. Introduction Beltane Fire Society volunteers and staff come from a wide range of backgrounds, skills, attitudes and experiences and we believe that engaging with these will make our festivals as a whole

More information

Fixed-Term Contracts Policy

Fixed-Term Contracts Policy Fixed-Term Contracts Policy Responsible Director Director of Human Resources Approved By Area Partnership Forum Equality Assessed We are working to ensure that no-one is treated in an unlawful and discriminatory

More information

RESEARCH COUNCIL EQUALITY AND DIVERSITY POLICY

RESEARCH COUNCIL EQUALITY AND DIVERSITY POLICY RESEARCH COUNCIL EQUALITY AND DIVERSITY POLICY Content Policy statement 1. Principles 2. Definitions 3. Research Council commitment 4. Employee accountabilities and responsibilities 5. Recruitment 6. Training

More information

Personal Relationships at Work

Personal Relationships at Work TRUST-WIDE NON-CLINICAL POLICY DOCUMENT Personal Relationships at Work Policy Number: Scope of this Document: Recommending Committee: Appproving Committee: HR34 All Staff HR Policy Group Executive Committee

More information

Protection of Pay and Conditions of Service (As a Result of Organisational Change)

Protection of Pay and Conditions of Service (As a Result of Organisational Change) Protection of Pay and Conditions of Service (As a Result of Organisational Change) Document Owner ENHCCG Document Author Jenny Holland, Senior HR Advisor Version Directorate Authorised By FINAL Human Resources

More information

Grievance Policy and Procedure for Academic Support Staff

Grievance Policy and Procedure for Academic Support Staff Grievance Policy and Procedure for Academic Support Staff 1. Policy a) The aim of the School's Grievance Procedure is to provide a fair process for individual employees to obtain a speedy resolution to

More information

South Lanarkshire Leisure and Culture Job Evaluation Scheme Handbook

South Lanarkshire Leisure and Culture Job Evaluation Scheme Handbook South Lanarkshire Leisure and Culture Job Evaluation Scheme Handbook 1. Introduction 1.1 This handbook is designed to provide managers and employees with an overview of the job evaluation scheme and ensure

More information

Pay Protection Policy V2.0

Pay Protection Policy V2.0 V2.0 Table of Contents 1. Introduction... 3 2. Purpose of this Policy/Procedure... 3 3. Scope... 3 4. Definitions / Glossary... 3 5. Ownership and Responsibilities... 4 5.1. Role of the Chief Executive...

More information

Appraisal Policy. Updated: June 2016 Next Update: June 2019

Appraisal Policy. Updated: June 2016 Next Update: June 2019 Appraisal Policy Updated: June 2016 Next Update: June 2019 Du Cane Road London W12 0TN Tel: 0208 743 5668 Fax: 0208 743 9138 Headteacher: Claire Maynard E-mail: admin@woodlane.lbhf.sch.uk Web: www.woodlane.lbhf.sch.uk

More information

Grievance policy. Purpose of Agreement. Version 3 Name of Approving Committees/Groups Operational Date June 2016

Grievance policy. Purpose of Agreement. Version 3 Name of Approving Committees/Groups Operational Date June 2016 Grievance policy Please be aware that this printed version of the Policy may NOT be the latest version. Staff are reminded that they should always refer to the Intranet for the latest version. Purpose

More information

Academic Probationary Period

Academic Probationary Period Academic Probationary Period Guidelines Contents 1 General Principles 2 1.1 Introduction 2 1.2 Fixed Term Appointments 2 1.3 Duration of the Probationary Period 2 1.4 Roles and Responsibilities 3 1.5 Work

More information

PROCEDURE FOR MANAGING PROBATIONARY PERIODS POLICY

PROCEDURE FOR MANAGING PROBATIONARY PERIODS POLICY Policy Reference: 254 PROCEDURE FOR MANAGING PROBATIONARY PERIODS POLICY Version: 1 Name and Designation of Policy Author(s) Ratified By (Committee / Group) Lawrence Osgood, Head of HR Workforce and Communication

More information

Term Time Policy. Version Date of Approved by: V1 W&OD Committee 18/09/ /09/ /09/2020

Term Time Policy. Version Date of Approved by: V1 W&OD Committee 18/09/ /09/ /09/2020 Term Time Policy Policy Number: 582 Supersedes: Classification Employment Version Date of Date of Date made Review Approved by: No EqIA: Approval: Active: Date: V1 W&OD Committee 18/09/2017 21/09/2017

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy Author/owner: Principals/Directors Date adopted: Summer 2016 Anticipated review: Summer 2019 Contents 1. Introduction... 3 2. Scope and purpose... 3 3. Roles and responsibilities...

More information

GRIEVANCE POLICY. Document Title. Grievance Policy Document Number. 2011/18 v1 Author. Karen Perry Author s Job Title. HR Business Partner Department

GRIEVANCE POLICY. Document Title. Grievance Policy Document Number. 2011/18 v1 Author. Karen Perry Author s Job Title. HR Business Partner Department GRIEVANCE POLICY Document Title Grievance Policy Document Number 2011/18 v1 Author Karen Perry Author s Job Title HR Business Partner Department Human Resources Ratifying Committee Human Resources & Organisation

More information

Managing Sickness Procedure/Policy

Managing Sickness Procedure/Policy 1.0 Aim of the procedure 1.1 To ensure that managers: 1 understand and apply the Council s standards of attendance in the work-place and monitor their achievement 2 identify through risk assessments, general

More information

Organisational Change Policy for NHS Wales

Organisational Change Policy for NHS Wales Organisational Change Policy for NHS Wales Reference Date Purpose of Issue/Description of Change Planned Review Date HR023 January 2010 April 2011 Responsible Officer Approved by Committee/Board/Group

More information

Equality, Diversity & Inclusion Policy and Framework Version 1.2 Owner: Diversity & Inclusion, HR Approved by Ian Iceton, Group HR Director

Equality, Diversity & Inclusion Policy and Framework Version 1.2 Owner: Diversity & Inclusion, HR Approved by Ian Iceton, Group HR Director Equality, Diversity & Inclusion Policy and Framework Version 1.2 Owner: Diversity & Inclusion, HR Approved by Ian Iceton, Group HR Director Date issued 31.01.2017 Reference NR/HR/POU024 1. Policy Statement

More information

Grievance Procedure. Version: 3. All Southern Health Staff.

Grievance Procedure. Version: 3. All Southern Health Staff. SH HR 26 Version: 3 Summary: Keywords (minimum of 5): (To assist policy search engine) Target Audience: This document provides a framework for the resolution of staff initiated grievances, disputes or

More information

Managing personal relationships in the workplace

Managing personal relationships in the workplace Managing personal relationships in the workplace Author (s) Ruth Davies, Senior HR Manager Corporate Lead Sue Ellis, Director of Workforce Document Version Date approved by Joint Negotiating Consultative

More information

Date of review: Policy Category:

Date of review: Policy Category: Title: Disciplinary Policy Date Approved by: Approved: February JSPF 2015 March 2015 OD and Workforce Committee October 2016 JSPF Division/Department: Date of review: November 2018 Policy Category: Policy

More information

General Guide to Employment Law Introduction

General Guide to Employment Law Introduction General Guide to Employment Law Introduction In recent years, the relationship between employer and employee has been regulated more and more by legislation, much of which has originated at EU level. Human

More information

APPRAISAL/ PERFORMANCE MANAGEMENT POLICY

APPRAISAL/ PERFORMANCE MANAGEMENT POLICY APPRAISAL/ PERFORMANCE MANAGEMENT POLICY Issued: May 2017 Revised: June/July 2017 Reviewed: December 2017 Next Review Due: December 2018 1 of 12 Introduction The term Appraisal/Performance Management is

More information

MacIntyre Academies Equality Objectives

MacIntyre Academies Equality Objectives MacIntyre Academies 2016-2020 MacIntyre Academies publishes this document in accordance with The Public Sector Equality Duty 2011. The Equality Duty sets out three aims under the general duty for schools/academies

More information

Highbury Grove School Disciplinary Procedure

Highbury Grove School Disciplinary Procedure Highbury Grove School Disciplinary Procedure The policy was adopted by the governing body of Highbury Grove School on 8 February 2017 Review date: Spring 2018 1 Contents 1. Purpose... 3 2. Application

More information

Grievance Policy. Policy Title Grievance Policy V1.0 Hertfordshire, Bedfordshire and Luton Clinical Commissioning Groups Page 1 of 34

Grievance Policy. Policy Title Grievance Policy V1.0 Hertfordshire, Bedfordshire and Luton Clinical Commissioning Groups Page 1 of 34 Grievance Policy Policy Title Grievance Policy V1.0 Hertfordshire, Bedfordshire and Luton Clinical Commissioning Groups Page 1 of 34 DOCUMENT CONTROL SHEET Document Owner: Director of Workforce Document

More information

HARASSMENT AND BULLYING POLICY

HARASSMENT AND BULLYING POLICY HARASSMENT AND BULLYING POLICY Latest Revision October 2015 Reviewer: HR Dept Next Revision May 2018 Compliance Associated Policies Current legislation and guidance Grievance, Whistleblowing, Disciplinary

More information

Induction Policy. Document author Assured by Review cycle. 1. Introduction Policy Statement Purpose or Aim Scope...

Induction Policy. Document author Assured by Review cycle. 1. Introduction Policy Statement Purpose or Aim Scope... Induction Policy Board library reference Document author Assured by Review cycle P091 Head of Learning and Development Quality and Standards Committee 3 Year This document is version controlled. The master

More information

Fixed Term Staffing Policy

Fixed Term Staffing Policy Fixed Term Staffing Policy Who Should Read This Policy Target Audience All Trust Staff Version 1.0 October 2015 Ref. Contents Page 1.0 Introduction 4 2.0 Purpose 4 3.0 Objectives 4 4.0 Process 4 4.1 Recruitment

More information

STAFF DISCIPLINE CONDUCT AND GRIEVANCE POLICY

STAFF DISCIPLINE CONDUCT AND GRIEVANCE POLICY Hampton Wick Infant & Nursery School STAFF DISCIPLINE CONDUCT AND GRIEVANCE POLICY This policy was adopted/updated: Dec 2009 This policy was reviewed: Jan 2014 This policy will be reviewed: Sep 2016 (or

More information

DISCIPLINARY POLICY AND PROCEDURE

DISCIPLINARY POLICY AND PROCEDURE DISCIPLINARY POLICY AND PROCEDURE This policy and procedure explains the process which management and Governors will follow in all cases of misconduct to ensure fairness and consistency of approach. General

More information

Recruitment and Selection Policy and Procedure March 2015

Recruitment and Selection Policy and Procedure March 2015 Recruitment and Selection Policy and Procedure March 2015 Version control table Original version published: Current version number: Version 7 Date current version published: March 2015 Due date for next

More information

Recruitment and Selection Policy

Recruitment and Selection Policy Recruitment and Selection Policy Policy Number ACE HR 12 (Version 3) Review Date Owner Name Owner Job Title July 2014 (amended) Graham McEwan/Brian Richbell Education Executive/Group HR Manager ACE HR

More information

HONORARY EMERITUS STATUS FOR RETIRING CONSULTANT STAFF (MD10)

HONORARY EMERITUS STATUS FOR RETIRING CONSULTANT STAFF (MD10) HONORARY EMERITUS STATUS FOR RETIRING CONSULTANT STAFF (MD10) If you require a copy of this policy in an alternative format (for example large print, easy read) or would like any assistance in relation

More information

GUIDANCE REGARDING CONDUCTING INVESTIGATIONS FOR SCHOOL BASED STAFF

GUIDANCE REGARDING CONDUCTING INVESTIGATIONS FOR SCHOOL BASED STAFF GUIDANCE REGARDING CONDUCTING INVESTIGATIONS FOR SCHOOL BASED STAFF Name of School: Date by which School have adopted procedure: Date by which the procedure was last reviewed: May 2012 Anticipated review

More information

APPLICATION FOR EMPLOYMENT. Thank you for the interest you have shown in the vacancies within Stockton on Tees Borough Council.

APPLICATION FOR EMPLOYMENT. Thank you for the interest you have shown in the vacancies within Stockton on Tees Borough Council. APPLICATION FOR EMPLOYMENT Thank you for the interest you have shown in the vacancies within Stockton on Tees Borough Council. Completed forms can be e-mailed to recruitment@xentrall.org.uk or posted to

More information

Review date: July 2018 Responsible Manager: Head of Human Resources. Accessible to Students: No. Newcastle College: Group Services:

Review date: July 2018 Responsible Manager: Head of Human Resources. Accessible to Students: No. Newcastle College: Group Services: Redundancy and Redeployment Policy Date approved: 15 July 2015 Approved by: Executive Board Review date: July 2018 Responsible Manager: Head of Human Resources Executive Lead: Group Director (HR and OD)

More information

MANCHESTER METROPOLITAN UNIVERSITY GENDER EQUALITY SCHEME & ACTION PLAN

MANCHESTER METROPOLITAN UNIVERSITY GENDER EQUALITY SCHEME & ACTION PLAN MANCHESTER METROPOLITAN UNIVERSITY GENDER EQUALITY SCHEME & ACTION PLAN 2007 2010 CONTENTS Pages 1. Gender Equality at MMU 1 a. Introduction 1 b. Gender Equality Scheme 1 c. Mainstreaming Gender Equality

More information

Ealing Schools. Medical Capability Procedure

Ealing Schools. Medical Capability Procedure Ealing Schools Medical Capability Procedure April 2009 Summary Medical Capability Procedure The aim of this procedure is to provide fair and effective arrangements to support schools in managing sickness

More information

MANAGING PERFORMANCE AT WORK POLICY. July 2014

MANAGING PERFORMANCE AT WORK POLICY. July 2014 MANAGING PERFORMANCE AT WORK POLICY July 2014 Authorship: CSU Transition HR Policy Lead- adapted for local use by North Yorkshire and Humber Commissioning Support Unit on behalf NHS Scarborough and Ryedale

More information

Disclosure & Barring Service (DBS) Check Policy

Disclosure & Barring Service (DBS) Check Policy Disclosure & Barring Service (DBS) Check Policy Version: Final Author: HR Manager Date Issued: December 16 Date Approved by SMT: January 17 Impact Assessment Completed Yes Date of Next Review: January

More information

POLICY AND PROCEDURE JOB EVALUATION POLICY

POLICY AND PROCEDURE JOB EVALUATION POLICY POLICY AND PROCEDURE JOB EVALUATION POLICY Reference Number: 124 2007 Author / Manager Responsible: Peter Eley, HR Manager & AfC Project Manager Deadline for ratification: (Policy must be ratified within

More information

Policy Number HR/ER1/Grievance Version Number 1. Date: January 2009 Status: Active IOT Sector agreed policy

Policy Number HR/ER1/Grievance Version Number 1. Date: January 2009 Status: Active IOT Sector agreed policy GRIEVANCE PROCEDURE Policy Number HR/ER1/Grievance Version Number 1 Revision Number Date: January 2009 Status: Active IOT Sector agreed policy 1 INTRODUCTION 1.1 This Grievance Procedure for all employees

More information

Beaver Road Primary School

Beaver Road Primary School Disciplinary Procedure Date Review Date Coordinator Nominated Governor January January Headteacher Chair of Governors 2016 2017 We believe this policy relates to the following legislation: Employment Rights

More information

Policy and Procedure on Contracts of Employment

Policy and Procedure on Contracts of Employment Policy and Procedure on Contracts of Employment 1. Scope This policy clarifies the types of contracts that the University uses for different working arrangements and explains the use of fixed term contracts

More information

Capability health procedure for academic support staff

Capability health procedure for academic support staff Capability health procedure for academic support staff Policy The School's policy in relation to sickness absence is to support employees by paying sick pay and investigating absence in conjunction with

More information

Acting Up and Secondment Policy and Procedures

Acting Up and Secondment Policy and Procedures Acting Up and Secondment Policy and Procedures Version Number: V2.0 Name of originator/author: Deputy Director of Workforce and Organisational Development Name of responsible committee: JNCC & Trust Management

More information

1.2 GBWBA will ensure that there will be open access to all those who wish to participate in the sport and that they are treated fairly.

1.2 GBWBA will ensure that there will be open access to all those who wish to participate in the sport and that they are treated fairly. Great Britain Wheelchair Basketball Equality Policy 1. Statement of Intent 1.1 Great Britain Wheelchair Basketball Association (GBWBA) is fully committed to the principles of the equality of opportunity

More information

Performance Improvement Policy A guide to addressing poor performance

Performance Improvement Policy A guide to addressing poor performance August 2017 Performance Improvement Policy A guide to addressing poor performance Purpose and Principles Our success as a University is built on the contribution of each one of our staff, so we know how

More information

Additional Annual Leave Purchase Scheme V3.0

Additional Annual Leave Purchase Scheme V3.0 Additional Annual Leave Purchase Scheme V3.0 Table of Contents 1. Introduction... 3 2. Purpose of this Policy/Procedure... 3 3. Scope... 3 4. Definitions / Glossary... 3 5. Ownership and Responsibilities...

More information

Medical & Dental Staff ON-CALL POLICY FOR DOCTORS IN TRAINING (MD5)

Medical & Dental Staff ON-CALL POLICY FOR DOCTORS IN TRAINING (MD5) Medical & Dental Staff ON-CALL POLICY FOR DOCTORS IN TRAINING (MD5) If you require a copy of this policy in an alternative format (for example large print, easy read) or would like any assistance in relation

More information

Redeployment Policy and Procedure

Redeployment Policy and Procedure Redeployment Policy and Procedure 1. Scope This policy sets out a framework for managers to manage redeployment in a fair and effective manner, in line with the School s policy statement on equality and

More information

UNIVERSITY OF EXETER DISCIPLINARY PROCEDURE. Disciplinary Policy and Procedure

UNIVERSITY OF EXETER DISCIPLINARY PROCEDURE. Disciplinary Policy and Procedure UNIVERSITY OF EXETER DISCIPLINARY PROCEDURE Disciplinary Policy and Procedure 1 Policy, purpose and principles 2 Relationship with other Policies and Procedures 3 Informal procedure 4 The Formal Disciplinary

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy JULY 2016 Equality and Diversity Policy TABLE OF CONTENTS Page 1. Introduction 3 2. Policy Statement 3 3. Application of Policy 3 4. Responsibilities 4 The University Staff

More information

SICKNESS ABSENCE POLICY & PROCEDURE

SICKNESS ABSENCE POLICY & PROCEDURE Sickness Absence Management Policy Version 2.0 Last Amended: March 2017 SICKNESS ABSENCE POLICY & PROCEDURE Contents 1. Sickness Absence Management Policy..2 2. Equal Opportunities. 2 3. Scope 2 3.1 Exclusions.

More information

PROTOCOL Flexible Working. Number: C 1401 Date Published: 22 October 2014

PROTOCOL Flexible Working. Number: C 1401 Date Published: 22 October 2014 1.0 Summary of Changes This protocol has had section 3.7.3 Flexi-Time removed as requested by UNISON and agreed by HR. 2.0 What this Protocol is about Essex Police recognises the UK workforce is becoming

More information

Disciplinary & Grievance Policy Jan 2016

Disciplinary & Grievance Policy Jan 2016 Disciplinary & Grievance Policy Jan 2016 Disciplinary Procedure: Policy statement Greenwich Mencap wants to ensure employees clearly understand the standards of conduct and behaviour (See Code of Conduct

More information

NHS terms and conditions of service handbook

NHS terms and conditions of service handbook NHS terms and conditions of service handbook Amendment number 26 Pay Circular (AforC) 2/2012 Introduction This Handbook is amended whenever new agreements are reached in the NHS Staff Council. Amendments

More information

Equal Opportunities and Dignity at Work Policy

Equal Opportunities and Dignity at Work Policy RIVERSIDE SCHOOL Equal Opportunities and Dignity at Work Policy APPROVED BY GOVERNORS RESPONSIBLE PERSON HEADTEACHER 1. Policy statement Riverside School is committed to promoting equality of opportunity

More information

GRIEVANCE PROCEDURE. For Coast Academies

GRIEVANCE PROCEDURE. For Coast Academies GRIEVANCE PROCEDURE For Coast Academies Approved 23 rd November 2015 1 Policy Statement Coast Academies encourages open communication between all employees. Our aim is to maintain constructive working

More information

Equal Opportunities and Diversity Policy

Equal Opportunities and Diversity Policy HR POLICY & PROCEDURE (SCAS/HRC16) Equal Opportunities and Diversity Policy DOCUMENT INFORMATION Author: Corporate HR Adviser with Ludlow Johnson, Equality & Diversity Manager This document replaces: Equal

More information

Brook Learning Trust Pay Policy

Brook Learning Trust Pay Policy Brook Learning Trust Pay Policy 1.0 Introduction The School Teachers Pay and Conditions Document 2017 ( The Document ) sets out the statutory requirements by which schools and local authorities must abide.

More information

Human Resources Policy

Human Resources Policy Human Resources Policy Policy Title : Special leave Policy Section : Leave Prepared by : Review / development group composition: Version number : Equality Impact Assessment : HR Management HR Policies

More information

Recruitment and Selection Policy for Employees and Volunteers

Recruitment and Selection Policy for Employees and Volunteers Recruitment and Selection Policy for Employees and Volunteers Prepared By Approved By Trust HR Manager Hamwic Trust Board Approval Date 05/10/2016 Policy Review Date Autumn Term 2017 1 Creating academic

More information

Managing Sickness Absence Policy

Managing Sickness Absence Policy SH HR 54 Summary: Keywords (minimum of 5): (To assist policy search engine) Target Audience: This policy sets out the Trust s standards and expectations on how managers and staff manage sickness absence.

More information

B1 Single Equality Policy

B1 Single Equality Policy B1 Single Equality Policy Version: 1 Lead Officer(s): Approved By: Operations Director Board of Trustees Approval Date: 21 st November 2016 Date Issued: 22 nd November 2016 Review Date: 21 st November

More information

Equality and Diversity Policy. August 2015

Equality and Diversity Policy. August 2015 Equality and Diversity Policy August 2015 Contents Page no. Kier Group Plc 3 Statement of Intent 3 Core Policy 4 Forms of discrimination principles 4 Equality and diversity in recruitment, selection, development

More information

Comment / Changes / Approval 1.0 Final Existing Fixed Term Contract Policy from NHS Devon. 1.1 Jul 2011

Comment / Changes / Approval 1.0 Final Existing Fixed Term Contract Policy from NHS Devon. 1.1 Jul 2011 Document Control Title Fixed Term Contract Policy Author HR Manager Author s job title HR Manager Directorate Workforce & Organisational Development Department Human Resources Version Date Issued Status

More information

TSSA Rep s Bulletin Ref: EMP/045/SEPT 2004

TSSA Rep s Bulletin Ref: EMP/045/SEPT 2004 TSSA Rep s Bulletin Ref: EMP/045/SEPT 2004 NEW STATUTORY GRIEVANCE & DISCIPLINARY PROCEDURES Introduction The new statutory minimum grievance and disciplinary procedures come into effect on 01 October

More information

Capability Policy and Procedure for All School Based Staff. Effective from 1 September 2012 CONTENTS

Capability Policy and Procedure for All School Based Staff. Effective from 1 September 2012 CONTENTS Capability Policy and Procedure for All School Based Staff Effective from 1 September 2012 CONTENTS 1. Policy Statement 2. Scope of Policy and Procedure 3. Management Support for Performance Advice and

More information

Derbyshire Constabulary POLICE STAFF PROBATIONARY PERIOD GUIDANCE POLICY REFERENCE 06/169. This guidance is suitable for Public Disclosure

Derbyshire Constabulary POLICE STAFF PROBATIONARY PERIOD GUIDANCE POLICY REFERENCE 06/169. This guidance is suitable for Public Disclosure Derbyshire Constabulary POLICE STAFF PROBATIONARY PERIOD GUIDANCE POLICY REFERENCE 06/169 This guidance is suitable for Public Disclosure Owner of Doc: Head of Department, Human Resources Date Approved:

More information

IMPLEMENTATION DATE: NOVEMBER 2015 (REISSUED FEBRUARY 2017)

IMPLEMENTATION DATE: NOVEMBER 2015 (REISSUED FEBRUARY 2017) Sickness Absence Management 10.01 SECTION: HUMAN RESOURCES POLICY AND PROCEDURE: 10.01 NATURE AND SCOPE: SUBJECT: POLICY - TRUST WIDE SICKNESS ABSENCE MANAGEMENT This policy and procedure sets out the

More information