Policy for Pay Progression Using Gateways

Save this PDF as:
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by Governance Committee Date of approval 3 March 2008 Version Number 2 Next review date 31 March 2010 Related documents Superseded documents Version 1.2 Internal distribution External distribution Availability Contact details (of main contact for this document) All staff n/a All ratified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

Gateway Procedure. Version: 1. Ratified by (name of Committee): Date ratified: 25 March Date issued: 31 March 2009.

Gateway Procedure. Version: 1. Ratified by (name of Committee): Date ratified: 25 March Date issued: 31 March 2009. Gateway Procedure Version: 1 Ratified by (name of Committee): JNCC Date ratified: 25 March 2009 Date issued: Expiry date: 31 December 2012 (Document is not valid after this date) Review date: 31 March

More information

Appraisal & Personal Development Policy Incorporating The NHS Knowledge & Skills Framework

Appraisal & Personal Development Policy Incorporating The NHS Knowledge & Skills Framework Appraisal & Personal Development Policy Incorporating The NHS Knowledge & Skills Framework Policy HR 11 January 2008 Document Management Title of document Appraisal & Personal Devlopment Policy Incorporating

More information

Pay Circular (AforC) 6/2010

Pay Circular (AforC) 6/2010 16 November 2010 Pay Circular (AforC) 6/2010 Changes to NHS Terms and Conditions of Service Handbook (amendment 21): Section 6: Career and Pay Progression To: all NHS employers Summary This pay circular

More information

VALUES BASED PERSONAL DEVELOPMENT & OBJECTIVE SETTING REVIEW POLICY

VALUES BASED PERSONAL DEVELOPMENT & OBJECTIVE SETTING REVIEW POLICY VALUES BASED PERSONAL DEVELOPMENT & OBJECTIVE SETTING REVIEW POLICY UNIQUE REFERENCE NUMBER: RC/XX/053/V2 DOCUMENT STATUS: Approved by Committee on the 5 April 2017 DATE ISSUED: April 2017 DATE TO BE REVIEWED:

More information

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

Performance Development Review (Appraisal) Policy

Performance Development Review (Appraisal) Policy Performance Development Review (Appraisal) Policy Executive Director lead Author / Lead Feedback on implementation to Dean Wilson, Director of Human Resources Jennie Wilson / Dean Wilson Jennie Wilson,

More information

Approval process Senior Managers, HR, JNP (Staff and Senior Managers consulted in development of whole appraisal process) HR and Workforce Group

Approval process Senior Managers, HR, JNP (Staff and Senior Managers consulted in development of whole appraisal process) HR and Workforce Group Document Details Title Policy and procedure for Personal Development Review and Pay Progression Trust Ref No 1589-43669 Local Ref (optional) Main points the document This policy sets out the procedure

More information

CONDUCTING PERSONAL APPRAISAL DEVELOPMENT REVIEWS (PADRs) POLICY

CONDUCTING PERSONAL APPRAISAL DEVELOPMENT REVIEWS (PADRs) POLICY CONDUCTING PERSONAL APPRAISAL DEVELOPMENT REVIEWS (PADRs) POLICY Reference No: UHB 079 Previous Trust / LHB Ref No: T193 Documents to read alongside this Policy Study Leave Guidelines Capability Policy

More information

CONDUCTING PERSONAL APPRAISAL DEVELOPMENT REVIEWS (PADRs) POLICY

CONDUCTING PERSONAL APPRAISAL DEVELOPMENT REVIEWS (PADRs) POLICY Agenda Item 4.1.1 CONDUCTING PERSONAL APPRAISAL DEVELOPMENT REVIEWS (PADRs) POLICY Reference No: UHB 079 Version No: 1 Previous Trust / LHB Ref No: T193 Documents to read alongside this Policy Study Leave

More information

Preceptorship Policy for Band 5 Staff

Preceptorship Policy for Band 5 Staff Policy HR 19 August 2009 NHSN-JNT-GOV-09-66 Page 1 of 17 Document Management Title of document Type of document Policy and Procedure HR 19 Description Target audience This policy provides information for

More information

The Newcastle upon Tyne Hospitals NHS Foundation Trust. Agenda for Change Preceptorship Policy

The Newcastle upon Tyne Hospitals NHS Foundation Trust. Agenda for Change Preceptorship Policy The Newcastle upon Tyne Hospitals NHS Foundation Trust Agenda for Change Preceptorship Policy Effective From: 1 August 2008 Review Date: 31 July 2010 1. Introduction This policy details the arrangements

More information

JOB SHARE POLICY AND PROCEDURES JANUARY This policy supersedes all previous policies for Job Share Policy and Procedures

JOB SHARE POLICY AND PROCEDURES JANUARY This policy supersedes all previous policies for Job Share Policy and Procedures JOB SHARE POLICY AND PROCEDURES JANUARY 2016 This policy supersedes all previous policies for Job Share Policy and Procedures JOB SHARE POLICY_HR24_JANUARY 2016 Policy title Job Share Policy and Procedures

More information

Grievance Policy and Procedure

Grievance Policy and Procedure Grievance Policy and Procedure Policy: HR03 Version: 2 Ratified by: Executive Management Team Date ratified: 13/10/2010 Name of originator/author: Andrew Stewart Name of responsible Senior HR Advisor,

More information

TRUST POLICY AND PROCEDURE FOR APPRAISAL AND DEVELOPMENT REVIEW

TRUST POLICY AND PROCEDURE FOR APPRAISAL AND DEVELOPMENT REVIEW TRUST POLICY AND PROCEDURE FOR APPRAISAL AND DEVELOPMENT REVIEW Reference Number HR 2011 012 Version: 4 Status: Final Author: Jayne Dickenson Job Title: Head of Learning and Education Amendment History

More information

Trust-wide consultation via Share-point, and consultation via the JCNC Implementation date: May 2012

Trust-wide consultation via Share-point, and consultation via the JCNC Implementation date: May 2012 Grievance and Disputes Policy Responsible Director: Author and Contact Details: Document Type: Target Audience: Document Purpose/ Scope: Date Approved/ Ratified: Approved/Ratified by: Andrew Maloney (Director

More information

SALARY ON APPOINTMENT/PROMOTION AND INCREMENTAL CREDIT (H18)

SALARY ON APPOINTMENT/PROMOTION AND INCREMENTAL CREDIT (H18) SALARY ON APPOINTMENT/PROMOTION AND INCREMENTAL CREDIT (H18) 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

Performance and Development Review (PDR) Policy

Performance and Development Review (PDR) Policy Performance and Development Review (PDR) Policy This Policy describes the process for undertaking a mandatory annual Performance and Development Review. Key Words: Performance, Development, Review Appraisal,

More information

Appendix 13: Parental Leave Policy

Appendix 13: Parental Leave Policy Appendix 13: Parental Leave Policy Name Parental Leave Policy Summary This policy is expressly for the purpose of allowing parents to spend quality time with their children and assist in balancing this

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

Workforce Equality and Diversity Policy

Workforce Equality and Diversity Policy Type of Document Code: Policy Sponsor Lead Executive Recommended by: Workforce Equality and Diversity Policy Policy STHK0088 Deputy Human Resources Director Human Resources Director Policy Sub-Group Date

More information

CAPABILITY AND PERFORMANCE POLICY

CAPABILITY AND PERFORMANCE POLICY CAPABILITY AND PERFORMANCE POLICY UNIQUE REFERENCE NUMBER: RC/XX/029/V2 DOCUMENT STATUS: Approved by Committee 3 August 2016 DATE ISSUED: August 2016 DATE TO BE REVIEWED: August 2019 AMENDMENT HISTORY

More information

TRUST-WIDE NON-CLINICAL POLICY DOCUMENT. Career Break. Policy Number:

TRUST-WIDE NON-CLINICAL POLICY DOCUMENT. Career Break. Policy Number: TRUST-WIDE NON-CLINICAL POLICY DOCUMENT Career Break Policy Number: Scope of this Document: Recommending Committee: Approving Committee: HR20 All Employees of the Trust HR Policy Group Executive Committee

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

CONDUCTING PERSONAL APPRAISAL DEVELOPMENT REVIEWS (PADRs) POLICY

CONDUCTING PERSONAL APPRAISAL DEVELOPMENT REVIEWS (PADRs) POLICY AGENDA ITEM 4.2 Appendix a CONDUCTING PERSONAL APPRAISAL DEVELOPMENT REVIEWS (PADRs) POLICY Reference No: UHB 079 Version No: 1 Previous Trust / LHB Ref No: T193 Documents to read alongside this Policy

More information

Agenda for Change Rebanding Policy

Agenda for Change Rebanding Policy Agenda for Change Rebanding Policy Date Impact Assessed: November 2018 Version No: 2 Date if Issue: December 2018 Date of Next Review: October 2021 Distribution: All employees Published: December 2018

More information

AGENDA FOR CHANGE JOB MATCHING AND JOB EVALUATION PROCEDURE

AGENDA FOR CHANGE JOB MATCHING AND JOB EVALUATION PROCEDURE AGENDA FOR CHANGE JOB MATCHING AND JOB EVALUATION PROCEDURE Document Summary This procedure supports the practice of equal pay for work of equal value within Cumbria Partnership NHS Foundation Trust, in

More information

EQUALITY AND DIVERSITY POLICY

EQUALITY AND DIVERSITY POLICY POLICIES AND PROCEDURES PP6 EQUALITY AND DIVERSITY POLICY Approved by Version Issue Date Review Date Contact Person Trust Board Sept 2003 Three 01/03/2009 01/03/2011 Head of Personnel Equal Opportunities:

More information

Managing Work Performance Policy

Managing Work Performance Policy MWP001 April 2014 Managing Work Performance Policy Policy Number Target Audience Approving Committee MWP001 CCG staff CCG Executive Date Approved 9 th April 2014 Last Review Date April 2014 Next Review

More information

PAY PROGRESSION POLICY

PAY PROGRESSION POLICY Classification: Policy Lead Author: David Hargreaves, Deputy Director of Human Resources Additional author(s): N/A HR Ref: p_pp_3_27-2016 Authors Division: Human Resources Unique ID: HR2(10) Issue number:

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

Equalities policy. Page 1 of 8

Equalities policy. Page 1 of 8 Equalities policy WCVA recognises that discrimination, prejudice and disadvantage exist in our Society. We are committed to making our contribution to help eliminate this by working positively to promote

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

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy Author(s) (name and post): Version No.: Version 2 Lisa Kelly, HR Business Partner, MLCSU Approval Date: 21 st November 2017 Review Date: July 2021 Author/s: NHS Staffordshire

More information

Author: reviewed by Emily Fraser, Senior HR Advisor. Owner: Alyson Sargeant, Head of Recruitment and Resourcing

Author: reviewed by Emily Fraser, Senior HR Advisor. Owner: Alyson Sargeant, Head of Recruitment and Resourcing Human Resources Grievance and Disputes Policy Document Control Summary Status: Replacing H/BLU-gh-06 Version: V2.0 Date: January 2018 Author/Owner/Title: Author: reviewed by Emily Fraser, Senior HR Advisor

More information

HUMAN RESOURCES POLICY

HUMAN RESOURCES POLICY HUMAN RESOURCES POLICY EQUALITY & DIVERSITY Policy Number: HR08 Version Number: 3.0 Issued Date: May 2017 Review Date: May 2020 Sponsoring Director: Prepared By: Consultation Process: Formally Approved:

More information

Agenda for Change: NHS Terms and Conditions of Service Handbook

Agenda for Change: NHS Terms and Conditions of Service Handbook Agenda for Change: NHS Terms and Conditions of Service Handbook January 2005 DH INFORMATION READER BOX Policy HR / Workforce Management Planning Clinical Estates Performance IM & T Finance Partnership

More information

MANUAL HANDLING POLICY

MANUAL HANDLING POLICY MANUAL HANDLING POLICY Version 2.0 Important: This document can only be considered valid when viewed on the CCG website. If this document has been printed or saved to another location, you must check that

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

Teachers Capability Policy

Teachers Capability Policy REAch2 Academy Trust Teachers Capability Policy Date November 2016 Written by R2 HR Adopted by MAT Board Adopted by LGB Review Date December 2017 Consulted with NJCC March - September 2015 reviewed October

More information

Appraisal Policy. Written By: Leadership Team. Authorised By: Chief Executive. Date: November Date: 14 th March 2017

Appraisal Policy. Written By: Leadership Team. Authorised By: Chief Executive. Date: November Date: 14 th March 2017 Document Author Written By: Leadership Team Authorised Authorised By: Chief Executive Date: November 2016 Date: 14 th March 2017 Lead Director: Executive Director of Financial and Human Resources Effective

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

GRIEVANCE POLICY AND PROCEDURE Dealing with Employee Concerns

GRIEVANCE POLICY AND PROCEDURE Dealing with Employee Concerns GRIEVANCE POLICY AND PROCEDURE Dealing with Employee Concerns Responsible Approved By Equality Assessed of Human Resources Area Partnership Forum We are working to ensure that no-one is treated in an unlawful

More information

13 th February Validation Date: 18 th March /10/2014 Review dates may alter if any significant changes are made

13 th February Validation Date: 18 th March /10/2014 Review dates may alter if any significant changes are made Document Type: PROCEDURE Title: Grievance Procedure Seeking a Resolution Scope: Trust Wide Author/Originator and title: Eleanor Palmer-Rigby, HR Business Partner Replaces: Version 5.2 Grievance Procedure

More information

Supporting Work Life Balance Parental Leave Policy

Supporting Work Life Balance Parental Leave Policy NHS Ayrshire & Arran Organisation & Human Resource Development Policy Supporting Work Life Balance Parental Leave Policy Change Record Version Date Reason Author d1a Initial Draft i1a Issued for Review

More information

PROBATIONARY PERIODS POLICY

PROBATIONARY PERIODS POLICY PROBATIONARY PERIODS POLICY Last Review Date n/a Approving Body Governing Body Date of Approval 6-12-18 Date of Implementation 6-12-18 Next Review Date December 2021 Review Responsibility Head of HR Version

More information

Probationary Periods

Probationary Periods Probationary Periods Human Resources Policy No. HR74 Additionally refer to: Agenda for Change Terms and Conditions handbook HR02: Management of Corporate and Local Induction HR44 Knowledge & Skills Framework

More information

Appraisal and Performance Review Policy

Appraisal and Performance Review Policy Appraisal and Performance Review Policy Hertfordshire, Bedfordshire and Luton Clinical Commissioning Groups Page 1 of 22 DOCUMENT CONTROL SHEET Document Owner: Director of Workforce Document Author(s):

More information

Appraisal and Performance Review Policy

Appraisal and Performance Review Policy Appraisal and Performance Review Policy Hertfordshire, Bedfordshire and Luton Clinical Commissioning Groups Page 1 of 22 DOCUMENT CONTROL SHEET Document Owner: Director of Workforce Document Author(s):

More information

OBJECTIVE SETTING AND REVIEW POLICY. July 2015

OBJECTIVE SETTING AND REVIEW POLICY. July 2015 OBJECTIVE SETTING AND REVIEW POLICY July 2015 Authorship : Committee Approved : Approved Date : 31 July 2015 Review Date : July 2018 Equality Impact Assessment : Sustainability Impact Assessment : Target

More information

Ongoing Review and Objectives (ORO) Policy

Ongoing Review and Objectives (ORO) Policy Ongoing Review and Objectives (ORO) Policy Page 1 of 15 Policy Title Supersedes: Description of Amendment(s): This policy will impact on: Financial Implications: Ongoing Review and Objectives (ORO) Policy

More information

EQUALITY AND DIVERSITY. MED-CG Equality and Diversity If printed this document is uncontrolled

EQUALITY AND DIVERSITY. MED-CG Equality and Diversity If printed this document is uncontrolled EQUALITY AND DIVERSITY MED-CG-005-2 Equality and Diversity If printed this document is uncontrolled Scope To cover all business aspects of MCL Medics that may be affected by our adherence or failure to

More information

J McCann & Co Limited

J McCann & Co Limited POLICY This policy applies to all employees, workers, visitors, subcontractors, suppliers, ex-employees and persons applying for employment with J McCann & Co Limited. It is designed to attract the finest

More information

Intranet and internet / ward folder. Approved by: Executive Management Team 5 October 2017

Intranet and internet / ward folder. Approved by: Executive Management Team 5 October 2017 Document name: Document type: Grievance and Collective Grievance Policy and Procedure Human Resources Procedure Staff group to whom it applies: All staff within the Trust Distribution: The whole of the

More information

NHS Lewisham CCG Grievance Policy & Procedure

NHS Lewisham CCG Grievance Policy & Procedure NHS Lewisham CCG Grievance Policy & Procedure 1 CCG Policy Reference: This policy replaces or supersedes Policy Ref: Target Audience Brief Description (max 50 words) Action Required Governing Body members,

More information

B/18/32 Parental Leave Policy

B/18/32 Parental Leave Policy B/18/32 Parental Leave Policy Date Published: October 2017 Version: V5.1 Owner/Author: HR - ERR 1 DOCUMENT CONTROL SHEET Key Information: Title: NSS Parental Leave Policy Date Published/Issued: August

More information

DISCIPLINARY POLICY UNIQUE REFERENCE NUMBER: RC/XX/030/V2 DOCUMENT STATUS: DATE ISSUED: 2016 DATE TO BE REVIEWED:

DISCIPLINARY POLICY UNIQUE REFERENCE NUMBER: RC/XX/030/V2 DOCUMENT STATUS: DATE ISSUED: 2016 DATE TO BE REVIEWED: DISCIPLINARY POLICY UNIQUE REFERENCE NUMBER: RC/XX/030/V2 DOCUMENT STATUS: Approved by Committee 3 August 2016 DATE ISSUED: August 2016 DATE TO BE REVIEWED: August 2019 AMENDMENT HISTORY VERSION DATE AMENDMENT

More information

Protection of Pay & Conditions of Service

Protection of Pay & Conditions of Service Title: Reference No: Owner: Author First Issued On: Latest Issue Date: Operational Date: June 2015 Review Date: June 2018 Consultation Process Ratified and approved by: Distribution: Compliance: Equality

More information

NHS Organisation. Grievance Policy

NHS Organisation. Grievance Policy NHS Organisation Grievance Policy Approved by: Welsh Partnership Forum Issue date: 10 March 2016 Review date: March 2019 1 (10/03/16) C O N T E N T S 1. Introduction 2. Scope 3. Purpose 4. Rights to be

More information

Capability Policy and Procedure

Capability Policy and Procedure Capability Policy and Procedure Version 2.4 Important: This document can only be considered valid when viewed on the Trust Website. If this document has been printed or saved to another location, you must

More information

Date ratified June, Implementation Date August, Date of full Implementation August, Review Date Feb, Version number V02.

Date ratified June, Implementation Date August, Date of full Implementation August, Review Date Feb, Version number V02. Document Title Reference Number Lead Officer Author(s) Ratified by Disputes Policy NTW(HR)07 Lisa Crichton-Jones Acting Executive Director of Workforce and Organisational Development Jacqueline Tate-Workforce

More information

Registered Redundancy Policy

Registered Redundancy Policy Registered Redundancy Policy References Other CLC policies relating to this policy Promoting Equality and Fair Treatment at Work Disciplinary Policy Wellbeing at Work Policy Staff Handbook Management of

More information

Human Resources Policy No. HR37

Human Resources Policy No. HR37 Human Resources Policy No. HR37 Employment Break Scheme Additionally refer to HR01 Equal Opportunities HR16 Grievances and Disputes HR18 Reviews and Appeals in relation to Assimilation under Agenda for

More information

Consultants Discretionary Points Policy and Procedure

Consultants Discretionary Points Policy and Procedure Consultants Discretionary Points Policy and Procedure VERSION CONTROL DATE Version No 1 Implementation Date November 2009 Next Formal Review Date November 2010 Responsible Officer Director of Human Resources

More information

EQUALITY AND DIVERSITY POLICY

EQUALITY AND DIVERSITY POLICY EQUALITY AND DIVERSITY POLICY Page 1 of 8 Policy Title: Supersedes: Description of Amendment(s): This policy will impact on: Financial Implications: Equality and Diversity Policy Any previously agreed

More information

Organisational Change Policy

Organisational Change Policy Organisational Change Policy 1 Organisational Change Policy Policy ref no: HR022 Author (inc job Rob Osment, HR Business Partner title) Date Approved 17 May 2016 Approved by Quality and Governance Committee

More information

RECRUITMENT AND SELECTION POLICY

RECRUITMENT AND SELECTION POLICY RECRUITMENT AND SELECTION POLICY Reference No: Version: 1.0 Ratified by: HR022 Governing Body Date ratified: February 2015 Name of originator/author: Name of responsible committee/individual: Approved

More information

CAREER BREAK POLICY HR25.CB.1.1. Document Reference. Date Ratified 14 November Release Date 5 February Review Date February 2017

CAREER BREAK POLICY HR25.CB.1.1. Document Reference. Date Ratified 14 November Release Date 5 February Review Date February 2017 CAREER BREAK POLICY Document Reference Document Status Target Audience HR25.CB.1.1 Final All Staff Date Ratified 14 November 2013 Ratified By Policy Committee Release Date 5 February 2014 Review Date February

More information

PROTECT CAPABILITY POLICY

PROTECT CAPABILITY POLICY CAPABILITY POLICY POLICY STATEMENT 1. PHSO is committed to ensuring that staff achieve high standards of performance and are supported in this by their line managers. 2. The Capability Policy and associated

More information

The NHS Knowledge & Skills Framework. Frequently Asked Questions

The NHS Knowledge & Skills Framework. Frequently Asked Questions The NHS Knowledge & Skills Framework Frequently Asked Questions Table of Contents What is theksf and how does it affect me?...2 Implementation...4 New pay bands...6 Pay and pay progression...7 KSF post

More information

RECRUITMENT AND SELECTION POLICY

RECRUITMENT AND SELECTION POLICY RECRUITMENT AND SELECTION POLICY APPROVED BY: Approved by the Chief Officer August 2016 EFFECTIVE FROM: August 2016 REVIEW DATE: August 2018 This policy must be read in conjunction with the following policies

More information

PERFORMANCE REVIEW AND DEVELOPMENT PLANNING A GUIDE FOR MANAGERS

PERFORMANCE REVIEW AND DEVELOPMENT PLANNING A GUIDE FOR MANAGERS PERFORMANCE REVIEW AND DEVELOPMENT PLANNING A GUIDE FOR MANAGERS Reference Number: NHSCT/08/32 Responsible Directorate: Human Resources Replaces (if appropriate): N/A Policy Author/Team: Judith Orr Assistant

More information

Grievance Procedure. Chris Nash, Associate Director of Human Resources and Workforce Transformation

Grievance Procedure. Chris Nash, Associate Director of Human Resources and Workforce Transformation Grievance Procedure Worcestershire Health and Care NHS Trust Grievance Procedure Document Type Human Resources Policy Unique Identifier HR-HACW-10 Document Purpose Document Author Target Audience The Trust

More information

SECONDARY EMPLOYMENT POLICY

SECONDARY EMPLOYMENT POLICY SECONDARY EMPLOYMENT POLICY Document History Date Issued December 2016 Version Number: 1 Status: Developed by: Policy Sponsor: Policy Area This Policy will impact on: Consultation: Approved by Committees:

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

References Other CLC policies relating to this policy. Legislation relating to this policy

References Other CLC policies relating to this policy. Legislation relating to this policy Registered Redundancy Policy References Other CLC policies relating to this policy Promoting Equality and Fair Treatment at Work Disciplinary Policy Wellbeing at Work Policy Staff Handbook Management of

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

Human Resources Policy HR09. Pay Protection Policy

Human Resources Policy HR09. Pay Protection Policy Human Resources Policy HR09 Pay Protection Policy Apr 2010 Document Management Title of document Type of document Relevant to Pay Protection Policy Policy HR09 All Employees Author Department Directorate

More information

Ongoing Review and Objectives (ORO) Policy

Ongoing Review and Objectives (ORO) Policy Ongoing Review and Objectives (ORO) Policy Page 1 of 10 Policy Title: Supersedes: Description of Amendment(s): This policy will impact on: Financial Implications: Ongoing Review and Objectives (ORO) Policy

More information

Whistle-blowing. Policy and Procedure

Whistle-blowing. Policy and Procedure Whistle-blowing Policy and Procedure This document will be made available in other languages and formats upon request from employees and students (or their parents/carers) Date of Issue: September 2014

More information

HUMAN RESOURCES POLICY

HUMAN RESOURCES POLICY North of England Clinical Commissioning Groups HUMAN RESOURCES POLICY APPRAISAL POLICY Policy Number: HR18 Version Number: 3.0 Issued Date: March 2017 Review Date: May 2019 Sponsoring Director: Prepared

More information

Human Resources. Employment Break SOP. Document Control Summary

Human Resources. Employment Break SOP. Document Control Summary Human Resources Employment Break SOP Document Control Summary Status: Version: Author/Title: Owner/Title: Approved by: Ratified: Related Trust Strategy and/or Strategic Aims Implementation Date: Review

More information

NHS WALES PAY PROGRESSION POLICY

NHS WALES PAY PROGRESSION POLICY NHS WALES PAY PROGRESSION POLICY AGENDA ITEM 1.8 Executive Lead: Chief Operating Officer Author: Workforce Governance Manager, 47559 Financial impact not applicable Quality, Safety, Patient Experience

More information

GRIEVANCE AND DISPUTES PROCEDURE

GRIEVANCE AND DISPUTES PROCEDURE GRIEVANCE AND DISPUTES PROCEDURE Ratified by: Joint Local Negotiating Committee Date Ratified: 20 th May 2010 Name of originator/author: Nicky Littler Name of responsible Joint Local Negotiating Committee

More information

PAY, GRADING AND JOB EVALUATION POLICY

PAY, GRADING AND JOB EVALUATION POLICY PAY, GRADING AND JOB EVALUATION POLICY The purpose of this policy is to outline the principles we have committed to within the Transport for the North (TfN) Pay and Grading System. We believe our pay and

More information

RECRUITMENT & SELECTION POLICY

RECRUITMENT & SELECTION POLICY RECRUITMENT & SELECTION POLICY Policy Author(s) HR Business Partner, Hayley Moorhouse Accountable Manager(s) Jan Snoddon, Chief Nurse Ratified by (Committee/Group) HR & OD Committee Date Ratified June

More information

Protection of Pay and Conditions of Service Policy & Procedure

Protection of Pay and Conditions of Service Policy & Procedure Protection of Pay and Conditions of Service Policy & Procedure Author (s) Ann Hobson, Assistant Director of Workforce Corporate Lead Sue Ellis Director of Workforce Document Version Final July 2014 Date

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy Policy Statement 1. 23 Essex Street is committed to encouraging diversity and eliminating discrimination in both its role as an employer and as a provider of legal services.

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

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

Paternity Leave Procedure

Paternity Leave Procedure Paternity Leave Procedure Paternity Leave Procedure Page: Page 1 of 20 Recommended by Approved by Executive Management Team Executive Management Team Approval date 20 May 2015 Version number 3.0 Review

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

Disciplinary Policy Implementation Date: 01 April 2013 Review Date: 01 April 2016

Disciplinary Policy Implementation Date: 01 April 2013 Review Date: 01 April 2016 Disciplinary Policy Implementation Date: 01 April 2013 Review Date: 01 April 2016 1 P age AMENDMENT HISTORY VERSION DATE AMENDMENT HISTORY D1 Sept 13 Addition of branding and formatting changes in line

More information

BASINGSTOKE AND NORTH HAMPSHIRE NHS FOUNDATION TRUST. Regulation of Capability Procedure. [Policy Number HR/381/10]

BASINGSTOKE AND NORTH HAMPSHIRE NHS FOUNDATION TRUST. Regulation of Capability Procedure. [Policy Number HR/381/10] BASINGSTOKE AND NORTH HAMPSHIRE NHS FOUNDATION TRUST Regulation of Capability Procedure [Policy Number HR/381/10] This supersedes the Trust Performance Management policy Owner Name Nigel Evison Job Title

More information

RECRUITMENT AND SELECTION POLICY

RECRUITMENT AND SELECTION POLICY RECRUITMENT AND SELECTION POLICY Key words: HR022 Version: 1.0 Approved by: SLCCG Risk and Governance Committee Date approved: March 2015 Name and designation of author/originator: Name of responsible

More information

PROTECTION OF PAY AND CONDITIONS OF SERVICE POLICY

PROTECTION OF PAY AND CONDITIONS OF SERVICE POLICY PROTECTION OF PAY AND CONDITIONS OF SERVICE POLICY Policy reference HR12 SUMMARY AUTHOR To provide protection of pay and conditions of service to employees affected by organisational change. Alison Ewart

More information

Annual Leave Policy. Reference Number: Gayle Williams Senior HR Advisor. Author & Title: Review Date: 09 January 2017.

Annual Leave Policy. Reference Number: Gayle Williams Senior HR Advisor. Author & Title: Review Date: 09 January 2017. Annual Leave Policy Reference Number: 7030 Author & Title: Gayle Williams Senior HR Advisor Responsible Director: Director of HR Review Date: 09 January 2017 Ratified by: Claire Buchanan Director of HR

More information

MANAGING WORK PERFORMANCE

MANAGING WORK PERFORMANCE MANAGING WORK PERFORMANCE HR Policy: HR16 Date Issued: TBC Date to be reviewed: Periodically or if statutory changes are required Policy Title: Supersedes: Description of Amendment(s): This policy will

More information

Equality and Diversity Statement

Equality and Diversity Statement Equality and Diversity Statement Key Document details: Author: S Brimfield Approver: CEO Owner: HR Director Version No.: V1 Date: 30 th Nov 2018 Next review Nov 2019 date: Ratified: 1 st Dec 2018 Page

More information

Time off in Lieu (TOIL) POLICY

Time off in Lieu (TOIL) POLICY Time off in Lieu (TOIL) POLICY Document Summary To provide guidance to managers and staff on the purpose and use of Time off in Lieu (TOIL) POLICY NUMBER POL/004/036 DATE RATIFIED April 2016 DATE IMPLEMENTED

More information

MANAGEMENT OF PERFORMANCE (CAPABILITY) POLICY AND PROCEDURE

MANAGEMENT OF PERFORMANCE (CAPABILITY) POLICY AND PROCEDURE MANAGEMENT OF PERFORMANCE (CAPABILITY) POLICY AND PROCEDURE DOCUMENT CONTROL: Version: 3 Ratified by: HR and OD Policy and Planning Group Date ratified: August 2015 Name of originator/author: Senior HR

More information