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

Size: px
Start display at page:

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

Transcription

1 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 May Revision July Final 2015 Main Contact HR Operations, Workforce Development Directorate Northern Devon Healthcare NHS Trust Incorporating Community Services in Exeter, East and Mid Devon Unit 1, Exeter International Office Park Clyst Honiton Exeter, E5 2HL Lead Director Director of Workforce & Organisational Development Superseded Documents NDHT Banding Policy and Procedure NHS Devon/Devon Provider Services AfC Policy Issue Date Review Date July 2015 July 2018 Consulted with the following stakeholders: Staffside Job Evaluation Administration Team HR Operations Team Comment / Changes / Approval Harmonised policy as a result of the merging of Northern Devon Healthcare NHS Trust and NHS Devon community services. A summary of key issues and differences is on page 2/3. Final amendment agreed by the Workforce & Organisational Development Committee incorporated. Revisions made following review at Policy Development Group Approved by Pay and Reward Sub Group Review Cycle Three years Approval and Review Process Workforce & Organisational Development Committee Local Archive Reference G:\HR DEVONPCT\HR Devon PCT Restored 2\Policies & Procedures All Areas\ Harmonised Policies Local Path G:\HR DEVONPCT\HR Devon PCT Restored 2\Policies & Procedures All Areas\ Harmonised Policies Filename Job Evaluation Policy V1.0 27Jul15 Page 1 of 16

2 Job Evaluation Policy V1.0 27Jul15 Policy categories for Trust s internal website (Bob) HR/Workforce Tags for Trust s internal website (Bob) Job Evaluation, Agenda for Change, Banding Review Job Evaluation Policy V1.0 27Jul15 Page 2 of 16

3 CONTENTS Document Control Purpose Purpose Principles Definitions Responsibilities Procedure for matching jobs Procedure for matching new posts Outcomes Appeals Process for Employees Job Analysis Questionnaire Standard job description template Generic Job Descriptions Training requirements Monitoring Compliance with and the Effectiveness of the Policy References Associated Documentation Appendix A - Equality Impact Assessment Screening Form Job Evaluation Policy V1.0 27Jul15 Page 3 of 16

4 1. Purpose This document sets out Northern Devon Healthcare NHS Trust s system for job evaluation. It supports the Department of Health job evaluation scheme as laid out in the NHS Job Evaluation Handbook (third edition). It provides a robust framework ensuring a consistent approach across the whole organisation. 2. Purpose Implementation of this policy will ensure that: The agreed Trust job evaluation process is followed and the appropriate pay band is assigned to all posts covered by Agenda for Change ensuring equal pay for work of equal value. The policy applies to all Trust staff apart from Doctors and Dentists, Very Senior Managers and those who have opted to remain on local terms and conditions of employment. New posts and those which have undergone significant changes as a result of reorganisation and/or role redesign are appropriately evaluated and assigned a pay band in accordance with the job evaluation scheme. National job profiles and benchmarking are used to avoid locally matched jobs getting out of line with similar jobs both internally and externally. Individuals and groups of employees or service managers have access to an independent review of the pay band assigned to a post. 3. Principles The policy is based on a number of clear principles: The NHS Job Evaluation Handbook sets the protocol in relation to the process of job evaluation. Partnership working between the Trust and Staffside representatives will underpin this process. It is the post that is evaluated not the individual who is in the post at any given time. Any application for re-banding must include the effective date of change, agreed between the post holder and the line manager and the justification for this date. The Trust will ensure that panel members are fully trained. Staffside will work in partnership with the Trust to provide their availability for panels. All panels (matching and consistency) will normally consist of two management and two staffside representatives. In exceptional circumstances a panel may take place with a minimum of three panellists with the agreement of the panel members, if reserve panellists are unable to cover at the last minute. When the outcome of the original matching analysis has been appealed and is submitted to a second matching panel for a second matching analysis, at least 50% of matching and consistency panel members will differ from the original panellists. Job Evaluation Policy V1.0 27Jul15 Page 4 of 16

5 Any concerns about matching or consistency checking will be referred by the Job Evaluation team to the Assistant Director of HR (Community). 4. Definitions 4.1. Job Evaluation The means of determining pay bands for posts National Job Profiles National job profiles have been developed and apply to particular staff groups such as admin and clerical, nursing and allied health professionals allowing jobs to be evaluated to determine the band outcome; they are not intended to be used as job descriptions. National profiles can be accessed at Benchmark A comparison analysis of job evaluation factors between the job description submitted and another similar job description, which has already been formally matched and consistency checked to confirm the same outcome Desktop Initial analysis of the job evaluation factors to determine the indicative banding for the purpose of advertising or to ensure that the job description is fit for purpose, in that it includes evidence for each evaluation factor, before submission to formal matching Job Analysis Questionnaire (JAQ) In very exceptional circumstances, for jobs which fail to match a national profile or where no national profile exists the post holder will be required to complete a detailed JAQ Computer Aided Job Evaluation (CAJE) Computer Aided Job Evaluation was the electronic system used to carry out job matching activity and reporting until December 2012 when the contract ceased. CAJE reports are still accessed and referred to for the purpose of benchmarking and consistency checking. This definition is included for completeness only Representative Staffside representative is a trained trade union representative who attends Staffside meetings. Management representative is a trained individual able to impartially represent the Trust in this process. Job Evaluation Policy V1.0 27Jul15 Page 5 of 16

6 5. Responsibilities 5.1. Role of Workforce and Organisational Development Directorate The Directorate is responsible for ensuring that any concerns about the job evaluation process are addressed and for ensuring that any concerns about local matching and consistency are resolved Role of the Job Evaluation Administration Team The job evaluation administration team is responsible for: Ensuring that information and documents are available on BOB this link can be found under Human Resources>Agenda for Change) Ensuring that all panel members have received the appropriate job evaluation training, supply their availability for panels and regularly partake in job evaluation activity to maintain competence. Ensuring that job evaluation paperwork submitted to panel is fit for purpose Ensuring that a signed job description is received for jobs with a post holder in place. Ensuring that re-banding requests have the appropriate Director s approval prior to submission to panel. Arranging matching and consistency panels Notifying the appropriate manager(s) and staff member(s) of the date and times of matching and consistency panels to ensure they are available to answer questions from the Panel. Prioritise submitting job descriptions to panels where an appropriate manager and staff member is available. Provision of resources to administer and maintain records of panels, including their membership, the jobs matched and their outcomes. Notifying line managers, Directors and Divisional General Managers of progress and outcomes, including failed matches and consistency checking. Provision of advice and support on any aspect of this policy and procedure and access to a list of trained panel members for specialist advice. Job Evaluation Policy V1.0 27Jul15 Page 6 of 16

7 Where an employee chooses to appeal the outcome of the original matching analysis the Job Evaluation Administration Team will ensure that at least 50% of the panel undertaking the second job matching and consistency review are different to the panellists who undertook the original review Role of Staffside Staffside are responsible for: Nominating a lead for job evaluation activity and core members for matching and consistency panels. Nominating a lead for job evaluation activity and core members for matching and consistency panels Ensuring that relevant Staffside representatives attend the appropriate job evaluation training, supply their availability for panels and regularly partake in job evaluation activity to maintain competence. Providing advice and support on any aspect of this policy and procedure Role of line manager Line managers are responsible for: Checking with the job evaluation team before developing new job descriptions to establish if a generic or suitable job descriptio n already exists. Where a suitable generic job description exists it must be used. Using the Trust standard format when writing new or updating existing job descriptions. (See job evaluation toolkit) Reviewing and developing job descriptions in liaison with professional leads, and in exceptional circumstances HR and trained panel members, to ensure consistency across the organisation. Providing the necessary information to describe the duties and responsibilities of the role (it is unacceptable to copy/paste information from national profiles into job descriptions without providing relevant examples, these should be tailored to the specific local role). To ensure that re-banding applications (outside of an organisational management of change process) are discussed with post holders. This will include having an open and frank discussion with the postholder about what will happen if the outcome of the evaluation indicates the Job Description is at a higher Band. Job Evaluation Policy V1.0 27Jul15 Page 7 of 16

8 If there is not a budget to sustain a higher banded post it will be necessary for the line manager to explain to the post holder that the next step will be to review the Job Description further to bring the duties back in line with the original Pay Band. To ensure that re-banding applications have input from the relevant Divisional General Manager (or equivalent) and that the necessary paperwork including Director approval is completed before submission to the job evaluation team. Ensure a signed copy of the agreed job description is sent to the Job Evaluation team. The employee and the manager should both sign the job description and any supporting information which is provided for the matching process. Making themselves available by phone on the date the job-matching panel is taking place to answer panel questions. Notifying staff of the outcome in writing with a copy placed on the personal file. Where a change of banding is approved submit a change of circumstances form to payroll Role of the matching panel To adhere to the code of conduct for job matching/consistency/analysis and evaluation. (See job evaluation toolkit) To read the job description and then consider a full range of national job profiles, identifying a suitable profile to match the job description against. To carry out the evaluation factor by factor, considering all of the evidence available within the job description, person specification and any associated paperwork. Referring to the contact details provided to ask questions for clarification if required and to record the profiles considered and the profile matched to. To record the evidence used for each factor score and the details of any questions and answers Role of the consistency panel To adhere to the code of conduct for job matching/consistency/analysis and evaluation. (See job evaluation toolkit) Job Evaluation Policy V1.0 27Jul15 Page 8 of 16

9 To consider the matching panel outcome and either confirm the match to a national profile or non-match depending on the profile used and the number of factors which vary. To check the consistency of matching outcomes against other roles within the same occupational group, job family and other local matches within the same pay band. To check the national profile selected, the overall score within the band range and each matching factor for variations and any inconsistencies in scoring against the evidence provided in the job description. The consistency panel should not rematch the job description To record the outcome and any apparent inconsistencies, noting action required i.e. refer back to matching panel for review or to the line manager if the issue is with the content of the job description Role of Staff To ensure that a re-banding application is discussed with the line manager and the necessary paperwork is completed before submission to the job evaluation team. (See job evaluation toolkit) To be available by phone on the date of the job-matching panel is taking place to answer panel questions. 6. Procedure for matching jobs It may be necessary for an existing job description to be reviewed as a result of organisational change or significant changes to the job content resulting in increased job complexity or an increase or decrease in responsibilities. However, an increase in volume of work does not justify a re-banding, as this will not alter the score. Line managers wishing to undertake a re-banding exercise as a result of a proposed organisational change or role redesign process will need to collectively consult with all members of staff affected in respect of the proposed change and its effect, engaging with a HR representative and Staffside representatives to support the consultation. The completed job evaluation request, job description and person specification should be sent electronically to the job evaluation administration team who will check that the appropriate approval has been obtained and that the paperwork is fit for purpose, in that it contains all of the information for the panel to be able to evaluate it. A signed copy of the agreed job description must also be sent to the job evaluation team. Where an application for re-banding is not approved by the Director or the content of a revised job description is not agreed and the individual is aggrieved, they will need to pursue this matter through the Grievance procedure. It is not the role of the Job Evaluation Policy V1.0 27Jul15 Page 9 of 16

10 job evaluation administration team to arbitrate in this scenario although advice can of course be sort from a HR representative. The Job Evaluation administration team will only accept agreed job descriptions accompanied by Director approval for reevaluation. Where an existing post has changed and the amended job description is equivalent to an existing post within the organisation or the NHS, the description and person specification will be compared using the benchmarking process (see job evaluation toolkit) to confirm the band. If no comparator exists the job description will be submitted to a formal job evaluation panel process (See job evaluation toolkit). Matching and consistency panels normally take place once a month, the line manager and post holder will be notified when the job description has been scheduled to panel and contact details will be obtained, in case the panel has any questions on the day. Once the job description has been formally matched, it will be checked by a consistency panel. If the job description is failed by the consistency panel, the line manager will be notified of the reason/s why and the action required to resolve the issue. This may require additional information to clarify the job description or re-submission to another job matching panel for re-consideration of the existing evidence. If the job description is approved at consistency checking, the job evaluation team will notify the line manager and the Director of the outcome in the first instance. The manager will then notify the post holder of the formal outcome in writing with a copy retained on the personal file. 7. Procedure for matching new posts In order to apply an indicative banding for the purpose of advertising, it is standard job evaluation practice for proposed new jobs to be matched as a desktop exercise (see job evaluation toolkit). The job evaluation team will use the desktop job evaluation form to record the indicative band. Where a new job is identified as being similar to an existing post within the organisation, the benchmark job evaluation process will be followed to confirm the pay band. To enable the job description to proceed to advert, the job evaluation team will confirm the provisional pay band to the manager. It must be highlighted in the advert and to prospective employees that the pay band is provisional and subject to formal job matching. Once the new post holder has been in place for 6 months or earlier if requested by the employee, the job description must be reviewed by the post holder and the line manager to ensure that it reflects the full demands of the role. It must then be submitted to the job evaluation team for formal matching to confirm the pay band (see job evaluation toolkit). All job descriptions for new posts that have been desk topped must be formally matched no later than 12 months from the date of appointment to the new post. All desktop and benchmarked provisional outcomes will be reviewed and approved by the monthly consistency panel. Job Evaluation Policy V1.0 27Jul15 Page 10 of 16

11 8. Outcomes There are four possible outcomes resulting from a matching application: The pay band remains the same The post holder will be notified by their line manager in writing of the outcome and will have 3 months from the date of the letter to appeal the outcome. The post holder will have no further recourse after this appeal unless it can be demonstrated that the job evaluation process was misapplied. The pay band increases The line manager will be notified of the outcome. The line manager will notify the post holder in writing of the outcome and will complete a change of circumstances form to action the change and submit to payroll for action. The effective date for the band increase will be the date the Job Description was submitted to the Job Evaluation team for evaluation. As detailed under the responsibilities of the line manager, if there is not a budget to sustain a higher banding then the line manager, in advance, of the evaluation, must explain to the postholder that the Job Description will be reviewed further to bring the duties back in line with the original Pay Banding. The pay band decreases The post holder will be notified by the line manager in writing of the outcome and will have 3 months from the date of the letter to appeal the outcome. If the banding outcome of the second matching panel is the same as the first matching panel, the line manager will discuss the consequences with the post holder. Action may include revising the job description so it meets the existing pay band or if the employee is not able to increase their responsibilities completing a change of circumstances form to reduce the pay banding to the assessed level. Pay protection may be available in these circumstances (if driven by organisational change). Advice must be sought from the HR department, and cases will be reviewed and considered on a case by case basis. The job description could not be matched Where a matching panel could not match the job description to a national profile, feedback will be provided to the line manager and post holder by the job evaluation team. The manager and post holder may use this information to update the responsibilities detailed within the job description or person specification and re-submit to a matching panel. Where the manager and post holder believe the job description accurately reflects the responsibilities of the role, and therefore does not update the job description, or, where a second matching panel also cannot match the job description to a national profile, then employee will be required to complete a JAQ. Job Evaluation Policy V1.0 27Jul15 Page 11 of 16

12 9. Appeals Process for Employees Following written confirmation of the initial outcome, the post holder has 3 months from the date of the letter to appeal the outcome, and for the job description to be matched by a second job matching panel. All appeals must be submitted using the appeal form (see job evaluation toolkit) including the justification for the appeal and details of any additional supporting information. The panel will follow the job evaluation process as set out above to assess the whole job description and person specification and any additional information provided. All appeal outcomes will be notified in writing. Following the second matching panel analysis, there is no further option to appeal the outcome, however, in the event that the post holder(s) can demonstrate that the job evaluation process was misapplied they may pursue a grievance within three months of receiving the written confirmation of the appeal outcome. 10. Job Analysis Questionnaire In very exceptional circumstances, once all other options have been explored, if it is not possible to match or benchmark the job description, the job evaluation team will provide advice and support to complete a job analysis questionnaire. 11. Standard job description template To ensure a standard job description format exist throughout the organisation, the job description template must be used when creating or updating job descriptions (see job evaluation toolkit). This will ensure that the correct standard statements are used and sufficient information is provided to enable the job evaluation panel to match the job description to a national profile. 12. Generic Job Descriptions The Trust has developed a number of generic job descriptions, which cover a wide range of occupational groups. These are available to download on the Recruitment Team and Agenda for Change pages on BOB. All of the generic job descriptions have already been job matched and where a suitable generic job description is available it must be used. 13. Training requirements All staff who are required to undertake job evaluation activity as a matcher or evaluator will have received the appropriate job matching/evaluation training. They will be expected to make themselves available to sit on panels to maintain their competence. 14. Monitoring Compliance with and the Effectiveness of the Policy Standards/Key Performance Indicators Primary standard: Job Evaluation Policy V1.0 27Jul15 Page 12 of 16

13 The application of agreed job evaluation processes to ensure the appropriate pay bands are assigned to all posts within the Trust covered by Agenda for Change ensuring equal pay for work of equal value Process for Implementation and Monitoring Compliance and Effectiveness 15. References Line managers are responsible for ensuring this policy is implemented across their area of work. Support for the implementation of this policy will be provided by the Job Evaluation Team. Monitoring compliance with this policy will be the responsibility of HR and the job evaluation team, including staffside representatives. This will be undertaken by the consistency panel who will review all job matching, desk top and benchmarking outcomes. Where non-compliance is identified, support and advice will be provided to improve practice. NHS Job Evaluation Handbook Agenda for Change Terms and Conditions of Service Handbook NHS Employers Website National Job Profiles Equality Act Associated Documentation Personal Development Plan Code of Conduct for matchers Equality Act 2010 Job Evaluation Policy V1.0 27Jul15 Page 13 of 16

14 Appendix A - Equality Impact Assessment Screening Form Equality Impact Assessment Screening Form Title Directorate Team/ Dept. Job Evaluation Policy Workforce and Development HR Operations Document Class Document Status Issue Date Review Date Policy Review May 2015 May What are the aims of the document? This document sets out Northern Devon Healthcare NHS Trust s system for Job Evaluation. It supports the Department of Health (DoH) Job Evaluation Scheme as laid out in the NHS Job Evaluation Handbook (third edition). It provides a robust framework ensuring a consistent approach across the whole organisation. 2 What are the objectives of the document? Implementation of this policy will ensure that: The agreed Trust Job Evaluation process is followed and the appropriate pay band is assigned to all posts covered by Agenda for Change ensuring equal pay for work of equal value. The policy applies to all Trust staff apart from Doctors and Dentists, Very Senior Managers and those who have opted to remain on local terms and conditions of employment. New posts and those which have undergone significant changes as a result of reorganisation and/or role redesign are appropriately evaluated and assigned a pay band in accordance with the job evaluation scheme. National job profiles and benchmarking are used to ensure relativities existing between jobs within the organisation are managed avoiding locally matched jobs getting out of line with similar jobs both internally and externally. Individuals and groups of employees or service managers have access to an independent review of the pay band assigned to a post. 3 How will the document be implemented? The policy will be implemented within the Trust through publication on the Trust Intranet. Line managers will be made aware of the policy through briefings included a section in the Chief Executives Bulletin and Policy Update News. 4 How will the effectiveness of the document be monitored? Monitoring compliance with this policy will be the responsibility of the Head of HR Resourcing and the job evaluation team, including staffside representatives. This will be undertaken by the consistency panel who will review all job evaluation, desk top and benchmarking outcomes. Where non-compliance is identified, support and advice will be provided to improve practice. 5 Who is the target audience of the document? All staff except Doctors and Dentists, Very Senior Managers 6 Is consultation required with stakeholders, e.g. Trust committees and equality groups? Job Evaluation Policy V1.0 27Jul15 Page 14 of 16

15 Yes 7 Which stakeholders have been consulted with? Staffside HR Management reference group Job Evaluation Lead Pay & Reward Sub-Group Workforce Organisational Development Committee Partnership Forum 8 Equality Impact Assessment Please complete the following table using a cross, i.e.. Please refer to the document A Practical Guide to Equality Impact Assessment, Appendix 3, on the Trust s Intranet site (Bob) for areas of possible impact. Where you think that the policy could have a positive impact on any of the equality group(s) like promoting equality and equal opportunities or improving relations within equality groups, cross the Positive impact box. Where you think that the policy could have a negative impact on any of the equality group(s) i.e. it could disadvantage them, cross the Negative impact box. Where you think that the policy has no impact on any of the equality group(s) listed below i.e. it has no effect currently on equality groups, cross the No impact box. Equality Group Positive Impact Negative Impact No Impact Comments Age Disability Gender Gender reassignment Human Rights (rights to privacy, dignity, liberty and non degrading treatment) Marriage and civil partnership Pregnancy, maternity and breastfeeding Race / Ethnic Origins Religion or Belief Sexual Orientation If you have identified a negative discriminatory impact of this procedural document, ensure you detail the action taken to avoid/reduce this impact in the Comments column. If you have identified a high negative impact, you will need to do a Full Equality Impact Assessment, please refer to the document A Job Evaluation Policy V1.0 27Jul15 Page 15 of 16

16 Practical Guide to Equality Impact Assessments, Appendix 3, on the Trust s Intranet site (Bob). For advice in respect of answering the above questions, please contact the Equality and Diversity Lead. 9 If there is no evidence that the document promotes equality, equal opportunities or improved relations, could it be adapted so that it does? If so, how? Completed by: Designation HR Manager Trust Northern Devon Healthcare NHS Trust Date May 2015 Job Evaluation Policy V1.0 27Jul15 Page 16 of 16

Policies, Procedures, Guidelines and Protocols. Document Details. Policy for Banding and Job Evaluation

Policies, Procedures, Guidelines and Protocols. Document Details. Policy for Banding and Job Evaluation Title Policies, Procedures, Guidelines and Protocols Trust Ref No 2051-34759 Local Ref (optional) Main points the document covers Document Details Policy for Banding and Job Evaluation N/A This policy

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

Policy Title: Agenda for Change Job Evaluation Policy and Procedure. Policy Summary

Policy Title: Agenda for Change Job Evaluation Policy and Procedure. Policy Summary Policy Title: Agenda for Change Job Evaluation Policy and Procedure Reference and Version No: HR55 Version 4 Author and Job Title: Roshni Devgan ER Advisor Policy Summary This policy covers the principles

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

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

Human Resources. Comment / Changes / Approval 1.0 Nov 2004

Human Resources. Comment / Changes / Approval 1.0 Nov 2004 Document Control Title Annual Leave Policy (Agenda for Change) Author Author s job title HR Manager Directorate Department Version Date Issued Status Comment / Changes / Approval 1.0 Nov 2004 Final Agreed

More information

Policy For The Production and Review of Job Descriptions (Agenda For Change) Incorporating Job Evaluation Process

Policy For The Production and Review of Job Descriptions (Agenda For Change) Incorporating Job Evaluation Process Policy For The Production and Review of Job Descriptions (Agenda For Change) Incorporating Job Evaluation Process Reference No: Version: 4 Ratified by: P_HR_02 LCHS Trust Board Date ratified: 10 th October

More information

Human Resources Policy No. HR60

Human Resources Policy No. HR60 Human Resources Policy No. HR60 Job Evaluation Additionally refer to: NHS Terms and Conditions of Service Handbook NHS KSF Handbook HR33 Recruitment and Selection HR38 Management of Organisational Change

More information

Human Resources Policy No. HR60

Human Resources Policy No. HR60 Human Resources Policy No. HR60 Job Evaluation Additionally refer to: NHS Terms and Conditions of Service Handbook NHS KSF Handbook HR33 Recruitment and Selection HR38 Management of Organisational Change

More information

Agenda for Change Job Matching Policy. Document Title. Date Issued/Approved: May Date Valid From: 29 July Date Valid To: 30 June 2018

Agenda for Change Job Matching Policy. Document Title. Date Issued/Approved: May Date Valid From: 29 July Date Valid To: 30 June 2018 POLICY UNDER REVIEW Please note that this policy is under review. It does, however, remain current Trust policy subject to any recent legislative changes, national policy instruction (NHS or Department

More information

Policy for Pay Progression Using Gateways

Policy for Pay Progression Using Gateways Policy for Pay Progression Using Gateways Policy HR 18 January 2008 Document Management Title of document Policy for Pay Progression Using Gateways Type of document Policy HR 18 Description This policy

More information

Job Evaluation Procedure

Job Evaluation Procedure Job Evaluation Procedure Date: September 2017 Version number: 2 Authors: Emilie Gray, Senior HR Advisor Review Date: September 2020 If you would like this document in an alternative language or format,

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

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

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

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

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

RECRUITMENT AND APPOINTMENTS POLICY

RECRUITMENT AND APPOINTMENTS POLICY RECRUITMENT AND APPOINTMENTS POLICY POLICY STATEMENT 1. PHSO aims to have a diverse workforce that reflects the community we serve and the working populations around our offices in order to help us achieve

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

Fixed Term Contracts Policy

Fixed Term Contracts Policy Fixed Term Contracts Policy This document outlines the process for managers on the use of fixed term contracts and staff on fixed term contracts. Key Words: Fixed, Term, Contracts Version: 3 Adopted by:

More information

Probationary Policy. Policy ID HR 38 Version 1.0 Author

Probationary Policy. Policy ID HR 38 Version 1.0 Author Probationary Policy Policy ID HR 38 Version 1.0 Author Becky Brewer, HR Manager Approving Committee Remuneration and Nominations Committee Date agreed 29th July 2016 Next review date: 29th July 2019 Version

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

All staff other than those in Medical and Dental roles, which are not covered by the NHS Job Evaluation Scheme.

All staff other than those in Medical and Dental roles, which are not covered by the NHS Job Evaluation Scheme. JOB EVALUATION AND BANDING POLICY AND PROCEDURE Document Reference Document status Target Audience HR4.JEB.V3 Final All staff other than those in Medical and Dental roles, which are not covered by the

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

HUMAN RESOURCES POLICY FLEXIBLE WORKING

HUMAN RESOURCES POLICY FLEXIBLE WORKING North of England Clinical Commissioning Groups HUMAN RESOURCES POLICY FLEXIBLE WORKING Policy Number: HR09 Version Number: 3.0 Issued Date: July 2016 Review Date: July 2019 Sponsoring Director: Prepared

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

EMPLOYEE CAPABILITY POLICY & PROCEDURE

EMPLOYEE CAPABILITY POLICY & PROCEDURE EMPLOYEE CAPABILITY POLICY & PROCEDURE Responsible Director Approved By Equality Assessed: Director of HR Area Partnership Forum We are working to ensure that no-one is treated in an unlawful and discriminatory

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

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

Flexible Working & Working Time Policy

Flexible Working & Working Time Policy Flexible Working & Working Time Policy Policy Number Target Audience Approving Committee FW001 CCG staff CCG Executive Date Approved January 2014 Last Review Date July 2016 Next Review Date Policy Author

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

Flexible Working Policy

Flexible Working Policy Flexible Working Policy Page 1 of 11 Policy Title: Supersedes: Description of Amendment(s): This policy will impact on: Financial Implications: Flexible Working Policy Any previously agreed policies N/A

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

Policy Owner. Head of HR. Date of implementation April Date of review April Page 1 of 6

Policy Owner. Head of HR. Date of implementation April Date of review April Page 1 of 6 Name of policy Policy Owner Recruitment Policy Head of HR Date of implementation April 2018 Date of review April 2020 Page 1 of 6 Recruitment Policy Table of Contents Purpose... 2 Scope... 2 Core Principles...

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

GRIEVANCE POLICY. NWS CCG Policy Reference: HR11 v2.1. This policy replaces or supersedes Policy Ref: HR11 v1

GRIEVANCE POLICY. NWS CCG Policy Reference: HR11 v2.1. This policy replaces or supersedes Policy Ref: HR11 v1 GRIEVANCE POLICY NWS CCG Policy Reference: HR11 v2.1 This policy replaces or supersedes Policy Ref: HR11 v1 Target Audience Brief Description (max 50 words) Action Required Governing Body members, committee

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

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

Recruiting Ex-Offenders Policy

Recruiting Ex-Offenders Policy Commissioning Support Unit Recruiting Ex-Offenders Policy HR Policy: HR25 Date Issued: 1/4/2013 Date to be reviewed: Periodically or if legislation changes Page 1 of 11 Policy Title: Supersedes: Description

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

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

Flexible Working Policy

Flexible Working Policy Flexible Working Policy Ref: ELCCG_HR09 Version: Version 3 Supersedes: Version 2 Author (inc Job Title): Ratified by: (Name of responsible Committee) MLCSU HR Remuneration Committee Date ratified: 22 May

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

APPRENTICESHIP POLICY (E1)

APPRENTICESHIP POLICY (E1) APPRENTICESHIP POLICY (E1) 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

HUMAN RESOURCES POLICY

HUMAN RESOURCES POLICY North of England Clinical Commissioning Groups HUMAN RESOURCES POLICY RECRUITMENT & RETENTION PREMIA Policy Number: HR26 Version Number: 3.0 Issued Date: May 2017 Review Date: May 2020 Sponsoring Director:

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

Document Control Report

Document Control Report Document Control Report Title Managing Organisational Change Policy Author Author s job title HR Manager Directorate Workforce & Development Department HR Version Date Issued Status Comment / Changes /

More information

Author s job title Head of Clinical Coding and Data Quality Directorate IM&T

Author s job title Head of Clinical Coding and Data Quality Directorate IM&T Document Control Title Data Quality Policy Author Author s job title Head of Clinical Coding and Data Quality Directorate IM&T Department Clinical Coding Version Date Issued Status Comment / Changes /

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

EQUALITY AND DIVERSITY COMMITTEE. Terms of Reference

EQUALITY AND DIVERSITY COMMITTEE. Terms of Reference 1. INTRODUCTION AND PURPOSE EQUALITY AND DIVERSITY COMMITTEE Terms of Reference 1.1. The role and purpose of the Equality and Diversity Committee is to enable the Trust Board and Executive Committee to

More information

INDIVIDUAL GRIEVIANCE PROCEDURE V2.0

INDIVIDUAL GRIEVIANCE PROCEDURE V2.0 INDIVIDUAL GRIEVIANCE PROCEDURE V2.0 Page 1 of 13 Individual Grievance Procedure THIS POLICY WILL BE APPROVED BY WANDSWORTH CCG, AND WILL HAVE EFFECT AS OF 10 th December 2014 Target Audience Brief Description

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

Recruiting Ex-Offenders Policy

Recruiting Ex-Offenders Policy Recruiting Ex-Offenders Policy Ref: ELCCG_HR25 Version: Version 3 Supersedes: Version 2 Author (inc Job Title): Ratified by: (Name of responsible Committee) LCSU HR Remuneration Committee Date ratified:

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

BBC Equality Analysis: Project & Policy Template

BBC Equality Analysis: Project & Policy Template BBC Equality Analysis: Project & Policy Template Introduction The Equality Act 2010 established the public sector equality duty applicable to all public authorities, including for the most part, the functions

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

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

EQUAL OPPORTUNITIES IN EMPLOYMENT POLICY & GUIDELINES

EQUAL OPPORTUNITIES IN EMPLOYMENT POLICY & GUIDELINES EQUAL OPPORTUNITIES IN EMPLOYMENT POLICY & GUIDELINES Date policy reviewed: November 2016 Date approved by the Board: February 2017 Person responsible for this policy: CEO/Board VERSION 1.0 Introduction

More information

Document Control. Title Annual Leave Policy (for Medical and Dental staff)

Document Control. Title Annual Leave Policy (for Medical and Dental staff) Document Control Title Annual Leave Policy (for Medical and Dental staff) Author Directorate Nursing, Quality and Workforce Version Date Issued Status Supersed ed 1.0 Feb 2007 1.1 Mar 2012 1.2 Jul 2012

More information

formats orequest, on including request, including Braille and audio formats.

formats orequest, on including request, including Braille and audio formats. Policy Title: Policy Manual Section: Policy Number: Scottish Social Housing Charter Outcomes and Standards Recruitment and Selection Governance G27 1. Equalities 2. Communication 3. Participation Equality

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

SOUTH EAST COAST AMBULANCE SERVICE NHS TRUST ROLE BRIEF. The post is offered either full-time, on a job share basis or on part-time hours by agreement

SOUTH EAST COAST AMBULANCE SERVICE NHS TRUST ROLE BRIEF. The post is offered either full-time, on a job share basis or on part-time hours by agreement SOUTH EAST COAST AMBULANCE SERVICE NHS TRUST ROLE BRIEF Directorate: Job Title: Indicative AfC Banding: Contract: Responsible To: Level of Accountability: Corporate Leadership: Workforce Development Head

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

POLICY MANAGEMENT FRAMEWORK

POLICY MANAGEMENT FRAMEWORK POLICY MANAGEMENT FRAMEWORK October 2012 Author: Responsibility: Janet Young, Governance and Risk Manager All Staff Effective Date: ctober 2012 Review Date: October 2014 Reviewing/Endorsing committees

More information

Secondary Employment Policy

Secondary Employment Policy Secondary Employment Policy Controlled document This document is uncontrolled when downloaded or printed. Reference number Version 3 Author & Job Title Executive Lead WHHT: HR046 Christine Taylor, ER Team

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

North Devon Homes Ltd. Recruitment and Selection Policy

North Devon Homes Ltd. Recruitment and Selection Policy North Devon Homes Ltd Recruitment and Selection Policy Contents Page Number 1 Summary 2 2 Policy aims 2 3 Legal Requirements 3 4 Recruitment & Selection Procedures 3 5 Review 3 6 Equality and Diversity

More information

Fixed Term Contract Policy

Fixed Term Contract Policy Policies Procedures & Guidelines Fixed Term Contract Policy Version: 2 Ratified by: Date ratified: July 2006 Name of originator/author: Lewisham Joint Staff Partnership Committee HR Department Date issued:

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

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

NHS job evaluation reviews: what to do if you think your pay band is wrong

NHS job evaluation reviews: what to do if you think your pay band is wrong NHS job evaluation s: what to do if pay band is wrong This factsheet is for RCN members and the representatives that support them, and provides information and advice on how to request a of a job evaluation

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

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy Version No Author Date Comments Approved by V1.0 Becky Jones 2-10-14 APPROVED Quality and Risk Committee V2.0 Craig Sharples 20-07-16 Draft updated to reflect current structures

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

Equality and Diversity Employment Monitoring (Police Officers and Authority/Police Staff) Standard Operating Procedure

Equality and Diversity Employment Monitoring (Police Officers and Authority/Police Staff) Standard Operating Procedure Equality and Diversity Employment Monitoring (Police Officers and Authority/Police Staff) Standard Operating Procedure Notice: This document has been made available through the Police Service of Scotland

More information

Trust Policy Constitution & Terms of Reference Medical Staff Panel

Trust Policy Constitution & Terms of Reference Medical Staff Panel Trust Policy Constitution & Terms of Reference Medical Staff Panel Date Version September 2015 5 Purpose To provide details of the constitution and terms of reference of the Medical Staff Panel. Who should

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

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

BARNSLEY CLINICAL COMMISSIONING GROUP STUDY LEAVE POLICY

BARNSLEY CLINICAL COMMISSIONING GROUP STUDY LEAVE POLICY Putting Barnsley People First BARNSLEY CLINICAL COMMISSIONING GROUP Version: 0.5 Approved By: Governing Body (approval) Equality and Engagement Committee (review) Date Approved: August 2017 Name of originator

More information

HERTFORD REGIONAL COLLEGE. Single Equality Scheme

HERTFORD REGIONAL COLLEGE. Single Equality Scheme HERTFORD REGIONAL COLLEGE Single Equality Scheme 1 Contents Scope & Purpose Statement of Policy Legal Framework College Values Equality, Diversity and Inclusion Aims Organisational Targets Roles and Responsibilities

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

HUMAN RESOURCES POLICY

HUMAN RESOURCES POLICY rth of England Clinical Commissioning Groups rth of England Clinical Commissioning Groups HUMAN RESOURCES POLICY RECRUITING EX-OFFENDERS Policy Number: HR25 Version Number: 3.0 Issued Date: May 2017 Review

More information

STAFFORD & SURROUNDS RECRUITMENT AND

STAFFORD & SURROUNDS RECRUITMENT AND Stafford & Surrounds Clinical Commissioning Group STAFFORD & SURROUNDS RECRUITMENT AND SELECTION POLICY AND PROCEDURE Agreed at Governing Body 16 September 2013 Date:.. Signature:. Chair Stafford & Surrounds

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

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

Starting Salaries Policy. Document Title. Date Issued/Approved: September Date Valid From: 4 July Date Valid To: 31 March 2018

Starting Salaries Policy. Document Title. Date Issued/Approved: September Date Valid From: 4 July Date Valid To: 31 March 2018 POLICY UNDER REVIEW Please note that this policy is under review. It does, however, remain current Trust policy subject to any recent legislative changes, national policy instruction (NHS or Department

More information

ALL WALES GRIEVANCE POLICY

ALL WALES GRIEVANCE POLICY ALL WALES GRIEVANCE POLICY Policy Number: 142 Supersedes: Previous version Standards For Healthcare Services No/s 7 Version No: 1 Date Of Review: 2 March 2016 Reviewer Name: All Wales document Completed

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

Probation Period for New Employees Policy

Probation Period for New Employees Policy Probation Period for New Employees Policy Document Reference Information Version: V1.0 Status: Draft Author: Jamie Tate Directorate responsible: Corporate Ratified by and date: Clinical Executive Committee

More information

PROTOCOL Recruitment and Selection of Police Staff. Number: C 0501 Date Published: 15 January 2015

PROTOCOL Recruitment and Selection of Police Staff. Number: C 0501 Date Published: 15 January 2015 1.0 Summary of Changes This protocol has been amended within section 2.0 to state that Essex Police are committed, with partners, to protecting children, young people and vulnerable adults, and to give

More information

Title Leavers Policy - Including Retirement & Return

Title Leavers Policy - Including Retirement & Return Document Control Title Leavers Policy - Including Retirement & Return Author HR Manager Author s job title HR Manager Directorate Department Human Resources Version Date Issued Status Comment / Changes

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

NHS North Somerset Clinical Commissioning Group

NHS North Somerset Clinical Commissioning Group NHS North Somerset Clinical Commissioning Group HR Policies Flexible Working in support of Work Life Balance Approved by: Quality & Assurance Ratification date: November 2016 Review date: November 2019

More information

NORTH EAST HAMPSHIRE AND FARNHAM CLINICAL COMMISSIONING GROUP POLICY FOR THE MANAGEMENT OF POLICIES AND CORPORATE DOCUMENTS

NORTH EAST HAMPSHIRE AND FARNHAM CLINICAL COMMISSIONING GROUP POLICY FOR THE MANAGEMENT OF POLICIES AND CORPORATE DOCUMENTS NORTH EAST HAMPSHIRE AND FARNHAM CLINICAL COMMISSIONING GROUP POLICY FOR THE MANAGEMENT OF POLICIES AND CORPORATE DOCUMENTS Document Control Sheet Version 1 Date 22 October 2013 Status Draft Author Justina

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

CORPORATE REPORT Grievance policy and procedure 2015/17 FEBRUARY 2016

CORPORATE REPORT Grievance policy and procedure 2015/17 FEBRUARY 2016 CORPORATE REPORT FEBRUARY 2016 Policy Title: Grievance Policy and Policy Number: 008 Procedure Issue Number: 007 Date of First Issue: May 2001 Date of Last Review: November 15 Date of Next Review: November

More information

Office of Police & Crime Commissioner Devon & Cornwall Policy Cover Sheet

Office of Police & Crime Commissioner Devon & Cornwall Policy Cover Sheet Office of Police & Crime Commissioner Devon & Cornwall Policy Cover Sheet Policy Name: Redundancy Policy Version Number: V1.0 Date: 9 November 2012 Policy Author: Claire Mead Policy Authorised by: Julie

More information

FIRST AID POLICY. Version 2.0

FIRST AID POLICY. Version 2.0 FIRST AID POLICY Version 2.0 Important: This document can only be considered valid when viewed on NHS Hull CCG s website. If this document has been printed or saved to another location, you must check

More information

Lead Employer Annual Leave Policy. VERSION V11 January 2018

Lead Employer Annual Leave Policy. VERSION V11 January 2018 Type of Document Code Policy Sponsor Lead Executive Recommended by VERSION V11 January 2018 Policy Deputy Director of HR Director of HR LNC Date Recommended 11 January 2018 Approved by Workforce Council

More information