WORCESTERSHIRE MENTAL HEALTH PARTNERSHIP NHS TRUST JOB EVALUATION AND REBAND POLICY

Size: px
Start display at page:

Download "WORCESTERSHIRE MENTAL HEALTH PARTNERSHIP NHS TRUST JOB EVALUATION AND REBAND POLICY"

Transcription

1 WORCESTERSHIRE MENTAL HEALTH PARTNERSHIP NHS TRUST JOB EVALUATION AND REBAND POLICY This policy should be read in conjunction with

2 Worcestershire Mental Health Partnership NHS Trust Policy Data Unique Identifier: HR021 Ratified by: Joint Negotiating Consultative Committee Ratification Date: 19th May 2008 Review Interval: Three Years Version Update: Review Date: May 2011 Owner: Head of Human Resources Reviewer: Head of Human Resources Responsible Forum: Joint Negotiating Consultative Committee Document Type: Human Resources Policy Superseded Policy: Search Criteria If printed, copied or otherwise transferred from its originating electronic file, this document must be considered to be an uncontrolled copy. When documents are updated, notification will be circulated throughout the organisation. Policy amendments may occur at any time and you should always consult the PDF file held on the Trust s Intranet.

3 WORCESTERSHIRE MENTAL HEALTH PARTNERSHIP NHS TRUST JOB EVALUATION AND REBAND POLICY CONTENTS Page No 1 INTRODUCTION 3 2 PRINCIPLES 3 3 PROCESS FOR EVALUATING NEW ROLES 4 4 PROCESS FOR RE-BAND REQUEST 5 5 QUALITY CHECKING 6 6 RE-BAND APPEAL PROCESS 6 7 APPEALS AGAINST AFC PROCESS 7 8 PROCEDURE FOR HANDLING INCONSISTENCIES OF 8 BANDS 9 NEW NATIONAL PROFILES 9 APPENDICES 1 PROCESS FOR EVALUATING NEW POSTS 10 2 RE-BANDING PROCESS FLOWCHART 11 3 RE-BAND REQUEST FORM 12 4 RE-BANDING APPEAL PROCESS FLOWCHART 17 5 RE-BAND APPEAL FORM 18 Please cross reference this policy with: Starting Salaries Policy Grievance Procedure Staff Appraisal and Development Review Policy

4 WORCESTERSHIRE MENTAL HEALTH PARTNERSHIP NHS TRUST 1.0 INTRODUCTION JOB EVALUATION AND REBAND POLICY 1.1 The purpose of this policy is to allow the Employing Organisation to embed the principles of the national job evaluation process into local systems and processes following completion of the implementation of Agenda for Change There will be three main occasions when a job will need to be evaluated. Creation of a new job role. Band review request for an existing job because of developments in the role. Inconsistencies in Bands as a result of transfers or within a team 1.3 Where a vacancy arises for a post which has already been band matched, and no changes have been made to the job description or person specification, then recruitment should be to the existing pay band using the existing job description and person specification. The guidance set out in the Starting Salaries Policy will apply. If changes are made to the duties of the post it will need to go through the Computer Aided Job Evaluation process and the Job Evaluation Review Group before it can be advertised. 1.4 Where an individual believes their duties have increased in responsibility and consider this may take the post into a higher Band they should request a review of the banding and follow the process outlined in this policy Where a manager expects an individual to take on any additional duties, the manager must ensure there is funding available to cover the possibility of a rebanding before the additional work is undertaken. If there is not then the manager should not expect any work to be added into the original job description on which it was banded. The job description should then be agreed by both parties and submitted for a panel in the same way as in 1.4 so that the banding can be verified before the post is changed 2.0 PRINCIPLES The following principles will apply: Individuals can seek trade union/professional body advice if required. The process will be carried out in partnership with staff side and in accordance with nationally and locally agreed rules and procedures. 1

5 Trained job matchers/analysts/evaluators will be used in the process as they have built up knowledge and expertise during the implementation of Agenda for Change Every employee has the right to have their job reviewed if they believe it has changed. 3.0 PROCESS FOR EVALUATING NEW ROLES (APPENDIX 1) 3.1 Where a new role has been created and there is no-one in the post, the job description, person specification and a validated Knowledge and Skills (KSF) outline should be sent to the Human Resources Department with a copy to the Human Resources (HR) SupportOfficer /e-ksf Administrator. 3.2 The Human Resources (HR) Manager will consult the Computer Aided Job Evaluation (CAJE) database and see whether an equivalent role has already been banded, in which case that can be used provided the manager is in agreement and uses the job description that has been through the system. An example of this might be the establishment of a medical secretary for a new Consultant. A number of medical secretarial roles are now on the CAJE database and provided one of those job descriptions is used, the Band already allocated will cover the additional post. However, if there is no equivalent post then the HR Support Officer/e-KSF Administrator will arrange for the process in 3.3 to be followed. 3.3 Where there is a new role to be evaluated and there is no current postholder, the post will be assessed using a panel made up of a staff side representative and a HR Manager. The panel meet and input the data straight on to the Computer Assisted Job Evaluation (CAJE) system. It may be possible to match the job to an existing national profile. The relevant manager or adviser is notified of the date this will happen and must be available by telephone to deal with any issues requiring clarification. The outcome is then fed in to the Job Evaluation and Review Group (JERG) for consistency checking before it is released for advertisement. 3.4 Once the post has been recruited to and the role filled, the new post holder will not have an opportunity to ask for a review of the banding within the first twelve months in post. 3.5 The Person Specification should be reviewed if a post becomes vacant. If it needs to be changed it should be submitted with the revised job description to be CAJEd as a new job following the principles of assessing a new role as outlined in section

6 4.0 PROCESS FOR RE-BAND REQUEST 4.1 Where a member of staff or their manager thinks that the job role and responsibilities have changed to the extent that it might require a re-banding they should jointly agree a revised job description and person specification. 4.2 If the change in duties demonstrates a change to the Person Specification the paperwork must include a clear rationale to justify it since a change to the Person Specification would not normally be expected. The only exception would be where a change to the role required additional qualifications and/or experience An example of a legitimate change to a person specification might be in a radiography department where radiographers are now required to undertake film reading. This will not only alter elements of the job description but will also mean they need to undertake an additional qualification before they can carry out the extended role. Therefore this will have to be reflected in the person specification with an explanation from the manager of why this has been altered. 4.3 In order to progress a rebanding application the following must be sent to the HR Support Officer/e-KSF Administrator who will log the application and set up a panel,, advising the relevant manager and the postholder of the date so that they can be available by telephone should there be any points of clarification needed : Re-band Request Form signed by both parties and the accountable director, revised job description and person specification, signed by both parties the organisation structure, existing job description and person specification 4.4 Where a Job Analysis Questionnaire (JAQ) has previously been completed and put onto the CAJE system for a post, it will be necessary to complete all those sections where a change has occurred. This may necessitate removing elements of the job no longer undertaken as well as adding new responsibilities. This is also the case where there is a matching report on the system. 4.5 Where the post was previously matched the Panel will access the matching report and review all the elements that have changed or search for a different profile. In the event that it cannot now be matched, the employee will be informed that this is the case and asked to complete a Job Analysis Questionnaire (JAQ). 4.6 Once a post has been put through the rebanding process there should not be a further request for rebanding for the same post in less than a twelve month period from the date of the letter confirming the outcome. The only exception will be where there is clear evidence that service needs have changed 3

7 significantly and this has impacted on the post. Again, an example of this would be as in The principles outlined in Section 2 will apply. 5.0 QUALITY CHECKING 5.1 The Job Evaluation Review Group (JERG) is made up of staff side representatives and management representatives including an HR representative and it will check panel outcomes. Primarily they will be looking for consistency across the organisation and whether the rationale offered for the panel decision is robust. This will be done in accordance with national agreements and guidance set out in the Job Evaluation Handbook together with data on other jobs on a similar Band taken from CAJE. This will be provided by the HR Support Officer/e-KSF Administrator. 5.2 If JERG is satisfied with the panel outcome, this will be released. The manager and member of staff will be notified in writing of the outcome together with a copy of the matching report and any associated actions that need to be made for implementation. 5.3 If JERG is not satisfied that the outcome is consistent with others across the employing organisation the post will be referred back to a second panel to quality assure. The majority of members on this panel will be different from the original panel membership. 5.4 If JERG identify inconsistencies or inaccuracies in other posts as part of reviewing outcomes, they should request a full review of the posts concerned under Section RE-BAND APPEAL PROCESS 6.1 Where the member of staff disagrees with the outcome of the re-band panel, they may submit an appeal. This will be submitted to a second panel, the majority of whose members will be different from the first panel. 6.2 The appeal needs to be lodged in writing with the Head of Human Resources (HR) within 21 (calendar) days of the date of the letter notifying the outcome of the first panel. The member of staff must then complete the appeal request form (appendix 5) which must be agreed by their manager. The form only needs to be completed for the factors that the member of staff feels were not considered by the panel. No new information can be introduced at this stage. The Appeal Request Form must be forwarded to the Head of HR within eight weeks of the date of the letter notifying the outcome of the first panel The HR department will forward the paperwork to the HR Support Officer/e- KSF Administrator, who will set up the second panel. Normal panel rules will apply and the manager and the appellant will be informed of the date so that either can be available by phone to answer any queries should the need arise. 4

8 6.4 The decision of the second panel is final. There is no further right to appeal. 6.5 Where a member of staff considers that the process has not been implemented correctly, they may raise their concerns through the AfC Grievance against Process Procedure set out below 6.6 Where there are other staff on the same revised job description, they will be covered by the outcome of the appeal. 6.7 Appeals will not be accepted out of time for any reason. 7.0 APPEALS AGAINST AFC PROCESS 7.1 Where an employee believes the AFC process outlined above has not been fairly applied to the consideration of a Rebanding Request, the following Procedure will be open to them. Arrangements for Hearing Grievances against Process 1. The post holder(s) will submit the written grievance clearly outlining the flaws in the process followed to Human Resources who will forward it to the relevant organisations AFC lead. Grievances must be lodged within 12 weeks of the date of the letter confirming the final Banding outcome. 2. The AFC lead or an appropriately experienced Senior Manager where there is no designated AfC Lead, supported by a HR Manager, will review the grounds of the grievance and the relevant job file. It may be necessary for the identity of the JM or JE panel members to be released in confidence to the AFC lead/appropriate Senior Manager if further clarification is required from them about information contained on the job file. Where a clear breach of process has occurred they can decide to refer the paperwork back to an independent panel for reconsideration (as in 5 below) rather than progress to a Grievance Hearing. Where there is no apparent clear breach the matter will proceed to a Grievance Hearing. 3. The AFC lead/appropriate Senior Manager, supported by a HR Manager, will respond to the grievance at the hearing. The postholder, represented by a trade union representative or accompanied by, colleague or friend will also be present. However, in the case of a colleague or friend, this can only be for support, they can play no active part in the Hearing. Where the grievance is collective, one of the post holders will be nominated to represent their colleagues at the hearing. 4. The panel hearing the grievance will consist of an AFC lead or appropriately experienced Senior Manager and Staff Side AFC lead, who may be from another NHS organisation. An HR Manager will support the panel. Grievances against the AFC process will be deemed to be equivalent to Stage 3 of the general Grievance Procedure. The Human Resources will aim to 5

9 arrange for the hearing of a grievance within 28 days of receipt of it;. however, both staff side and management accept this is not always achievable but the employee will be kept informed if the timescale cannot be met. 5. Where grievance against process is upheld the post will be reconsidered by a new Job Matching or Job Evaluation panel. However, the panel will only revisit the aspects of the process that were found to be flawed. The outcome from this panel is final. 6. Where the grievance against process is not upheld, there is no further right of appeal. 8.0 PROCEDURE FOR HANDLING INCONSISTENCIES OF BANDS 8.1 One of the reasons for modernising NHS pay was to ensure equal pay for work of equal value. To enshrine this principle locally it is important that perceived inconsistencies in Bands are explored and where inconsistencies are found these are addressed. 8.2 Apparent inconsistencies may be identified in a number of ways, for example, by TUPE transfers into the organisation, through bringing together of previously separate teams already in the same organisation through quality assurance and analysis of the data held in the Computer Aided Job Evaluation (CAJE) system which has supported the implementation of Agenda for Change. 8.3 Where it is identified that there are apparent inconsistencies of Bands within a team the HR Support/e-KSF Administrator will inform the individuals in the posts concerned together with the appropriate manager and convene an experienced panel. This panel will review all posts within the team to establish: Whether there is a legitimate reason for the differences The appropriate Band for all posts within the team The relativities between posts in the team The HR Support Officer/e-KSF Administrator will supply the panel with job descriptions, matched job reports and anything else on the job files so that all of the evidence can be fully considered The outcomes from this panel will be considered at the next meeting of the Job Evaluation Review Group (JERG) for ratification. Results will be released to the manager and the staff concerned following JERG. 8.4 Where it is determined that the higher Band is correct employees on the lower Band will move onto the higher Band. The effective date for this change will be 1 st October 2004 or the date of appointment if that is later. 6

10 8.5 Where it is determined that the lower Band is correct the following will happen: If the staff on the higher Band have joined the organisation as the result of a TUPE transfer that legislation means they remain on that Band until they change jobs. However, the posts will be identified to the new Band and any replacement appointments made to the correct Band. posts on the incorrect Band will be identified to the correct Band and the current postholder(s) will remain on the higher Band. Any replacement appointments subsequently made will be to the correct grade. 9.0 NEW NATIONAL PROFILES Where new or revised national profiles are issued the following process will be followed: Reviewed or new profiles will be added to the national database on CAJE HR Support Officer/e-KSF Administrator will set up a local job family archive and assign the former profile to this so that it will not be used for future matches All jobs previously matched to that archived profile will remain matched to the archived profile Any new posts or rebanding applications will use the new profile where applicable Any jobs that are already in the system as no matches and are awaiting evaluation that might match to a new profile should be looked at against the new profile as soon as possible 7

11 Appendix 1 Process for Evaluating New Posts HR Manager s JD to HR Support Officer/e-KSF Admin (HR Support Officer ) HR Support Officer updates new posts spreadsheet and/or CAJE spreadsheet. HR Support Officer to arrange a convenient slot with the Manager on the CAJE booking spreadsheet. When date confirmed, HR Support Officer creates link to numbered JD and forwards a copy of JD to HR Adviser and Staff side rep in advance of the session. HR Manager and Staff side Rep to match if suitable national profile is available or evaluate. Following the session, HR Support Officer prints off results and updates new posts spreadsheets and sends for consideration by JERG.. If session does not take place HR Support Officer to indicate on new posts spreadsheet and/or CAJE booking sheet. Once approved by JERG, HR Support Officer informs by the manager of the outcome.. 8

12 Process for Re-banding Requests Appendix 2 Re-Band Request forms with revised job description and person specification completed by employee and signed off by Manager and relevant Director or Business Unit Lead. Forwarded to HR Support Officer to log request & set up panel HR Support Officer send Panel outcome to JERG for consistency checking. JERG determines outcome is consistent,. JERG determine outcome is inconsistent, paperwork sent to Experienced Panel. HR Support Officer notifies Manager of outcome of rebanding with matching report for both parties and employee s Outcome of Experienced Panel to JERG to sign off,. Manager to give employee copy of matching report, discuss the outcome and explain their right to appeal. Employee disagrees with result commences appeal process (See Appendix 4). 9

13 RE- BAND REQUEST FORM Appendix 3 POSTHOLDER (S): NAME OF IDENTIFIED SPOKESPERSON, WHERE APPLICABLE: TRUST: ORIGINAL JD REFERENCE NUMBER: 9

14 Factor 1. Communication & Relationship Skills Relevant Job Information and Examples of Application Management Comments This must identify the significant changes from the original job responsibilities 2. Knowledge, Training & Experience 3. Analytical & Judgmental Skills 4. Planning & Organisational Skills 5. Physical Skills 6. Responsibility for Patient/Client Care 10

15 7. Responsibility for Policy/Service Development 8. Responsibility for Financial & Physical Resources 9. Responsibility for Human Resources 10. Responsibility for Information Resources 11. Responsibility for Research & Development 12. Freedom to Act 11

16 13. Physical Effort 14. Mental Effort 15. Emotional Effort 16. Working Conditions 12

17 MANAGER VERIFICATION/COMMENTS POSTHOLDER(S) SIGNATURE(S): (Attach separate sheet if required) DATE: MANAGER S NAME: TITLE: MANAGER S SIGNATURE: DATE: DIRECTOR or BUSINESS UNIT LEAD NAME: TITLE: DIRECTOR or BUSINESS UNIT LEAD S SIGNATURE: DATE: 13

18 Appendix 4 Re-banding appeal process Postholder disagrees with result and logs appeal with Head of HR within 21 (calendar) days of date of manager s letter confirming outcome. HR Support Officer to log request and confirm receipt and deadline for appeal paperwork to post holder Postholder completes appropriate appeal paperwork (appendix 5), verified by their Manager and Director, and sends to the Head of HR within 8 weeks of date of manager s letter confirming original re-band request outcome. HR forward to AFC/KSFA to set up Second Panel. Outcome of Second Panel to JERG to sign of. HR Support Officer notifies Manager of outcome of re-banding appeal. Manager writes to employee regarding outcome. 14

19 Appendix 5 RE-BAND APPEAL FORM POSTHOLDER (S): NAME OF IDENTIFIED SPOKESPERSON, WHERE APPLICABLE: TRUST: JD REFERENCE NUMBER: DATE OF LETTER NOTIFYING ORIGINAL RESULT: Where you disagree with the outcome of the re-band, please provide information together with examples of application for each relevant factor. 15

20 Factor 1. Communication & Relationship Skills Relevant Job Information and Examples of Application Management Comments This must identify the significant changes from the original job responsibilities 2. Knowledge, Training & Experience 3. Analytical & Judgmental Skills 4. Planning & Organisational Skills 5. Physical Skills 6. Responsibility for Patient/Client Care 16

21 7. Responsibility for Policy/Service Development 8. Responsibility for Financial & Physical Resources 9. Responsibility for Human Resources 10. Responsibility for Information Resources 11. Responsibility for Research & Development 12. Freedom to Act 17

22 13. Physical Effort 14. Mental Effort 15. Emotional Effort 16. Working Conditions 18

23 MANAGER VERIFICATION/COMMENTS POSTHOLDER(S) SIGNATURE(S): (Attach separate sheet if required) DATE: MANAGER S NAME: TITLE: MANAGER S SIGNATURE: DATE: DIRECTOR or BUSINESS UNIT LEAD S NAME: TITLE: DIRECTOR or USINESS UNIT LEAD S SIGNATURE: DATE: 19

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

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

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

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

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

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

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

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

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

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

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

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

Grievance and Disputes Policy and Procedure

Grievance and Disputes Policy and Procedure Policy: G1 Grievance and Disputes Policy and Procedure Version: G1/04 Ratified by: Trust Management Team Date ratified: 8 th August 2012 Title of Author: Alan Wishart Title of responsible Director Director

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

Managing Change Policy

Managing Change Policy NHS Eastern & Coastal Kent Community Services Managing Change Policy Page 1 of 6 People Management Policy Managing Change Policy Policy Reference Number 052 Version 2 Ratified by JNCC Date Ratified April

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

Employment Appeals Procedure

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

More information

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

WORCESTERSHIRE MENTAL HEALTH PARTNERSHIP NHS TRUST PROCEDURE FOR STAFF RETURNING TO WORK ON REDUCED HOURS AS PART OF A REHABILITATION PROGRAMME

WORCESTERSHIRE MENTAL HEALTH PARTNERSHIP NHS TRUST PROCEDURE FOR STAFF RETURNING TO WORK ON REDUCED HOURS AS PART OF A REHABILITATION PROGRAMME WORCESTERSHIRE MENTAL HEALTH PARTNERSHIP NHS TRUST PROCEDURE FOR STAFF RETURNING TO WORK ON REDUCED HOURS AS PART OF A REHABILITATION PROGRAMME This policy should be read in conjunction with Worcestershire

More information

PAY POLICY FOR SUPPORT STAFF IN SCHOOLS

PAY POLICY FOR SUPPORT STAFF IN SCHOOLS TITLE: Pay Policy Support Staff REF: GOV018.2 VERSION: 1 APPROVAL BODY: ALET BOARD DATE: 29.10.18 REVIEW DATE: 28.10.19 LEAD PERSON: Tony Rushworth Headteacher The Bicester School VERSION REVIEWER/APPROVAL

More information

PROCEDURE FOR MANAGING WORKFORCE CHANGE

PROCEDURE FOR MANAGING WORKFORCE CHANGE PROCEDURE FOR MANAGING WORKFORCE CHANGE Issued by Department of Human Resources Updated: 06 March 2012 CONTENTS Page Section 1: Introduction 2 Section 2: Scope of the Procedure 2 Section 3: Consultation

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

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

Employment Related Appeals Procedures

Employment Related Appeals Procedures Employment Related Appeals Procedures 1. Introduction This document provides guidance on how appeals against disciplinary action and dismissal will normally be managed. 2. Scope and Purpose 2.1 Formal

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

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

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

More information

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

Probationary Policy and Procedure for Police Staff

Probationary Policy and Procedure for Police Staff Probationary Policy and Procedure for Police Staff All new appointments to the Wiltshire Police Authority will be subject to a probationary period which usually lasts for a duration of 26 weeks. Probationary

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

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

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

More information

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

Newcastle University Capability Procedure

Newcastle University Capability Procedure Newcastle University Capability Procedure Contents 1. INTRODUCTION... 1 1.1 Preamble... 1 1.2 General Principles... 3 1.3 Right of Representation... 3 1.4 Trade union representatives... 3 1.5 Scheduling

More information

School Support Staff Pay Policy Approved: 26/03/2019

School Support Staff Pay Policy Approved: 26/03/2019 School Support Staff Pay Policy 2019-2020 Approved: 26/03/2019 Contents 1. Introduction... 2 2. Aims of the policy... 2 3. Scope... 2 4. References... 3 5. Salary Queries... 3 6. Job Descriptions and Person

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

Appeals Procedure. Responsible committee: Ratified by: Joint Consultation & Negotiating Partnership on 11 February 2016

Appeals Procedure. Responsible committee: Ratified by: Joint Consultation & Negotiating Partnership on 11 February 2016 Appeals Procedure Author: Sponsor/Executive: Responsible committee: Ratified by: Human Resources Director of People and Business Development Joint Consultation & Negotiating Partnership Quality, Safety

More information

JOB EVALUATION Policy statement and protocol

JOB EVALUATION Policy statement and protocol Human Resources Department JOB EVALUATION Policy statement and protocol Prepared by : Review / development group composition: HR Management HR and Staff Side Version number : V 2.4 Equality Impact Assessment

More information

Newcastle University Grievance Procedure

Newcastle University Grievance Procedure Newcastle University Grievance Procedure Contents 1. INTRODUCTION...1 2. SCOPE...2 3. AIM OF THE PROCEDURE...2 4. INFORMAL APPROACH TO DEALING WITH GRIEVANCES...2 5. RIGHT OF REPRESENTATION...3 6. TRADE

More information

Grievance Policy. Reviewer: GAPF Polices Subgroup. Review date: 9 February Uncontrolled When Printed. Version

Grievance Policy. Reviewer: GAPF Polices Subgroup. Review date: 9 February Uncontrolled When Printed. Version Grievance Policy Co-ordinator: Reviewer: Approver: Lead of Review Group Date approved by GAPF: 9 February 2017 GAPF Polices Subgroup Review date: 9 February 2022 Grampian Area Partnership Forum (GAPF)

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 Management Guidance Recruitment & Retention Premia (RRP) - Management Guidance

Human Resources Management Guidance Recruitment & Retention Premia (RRP) - Management Guidance Human Resources Management Guidance Recruitment & Retention Premia (RRP) - Management Guidance 1 Policy: NHSBT Recruitment & Retention Premia Management Guidance Replaces Version issued: January 2011 Approved

More information

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

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

SECONDMENTS POLICY. Last Review Date Adopted 2 nd April 2013

SECONDMENTS POLICY. Last Review Date Adopted 2 nd April 2013 SECONDMENTS POLICY Last Review Date Adopted 2 nd April 2013 Approving Body Remuneration Committee Date of Approval 27 th February 2014 Date of Implementation 1 st April 2014 Next Review Date February 2017

More information

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

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

More information

GRIEVANCE PROCEDURE SEPTEMBER 2007

GRIEVANCE PROCEDURE SEPTEMBER 2007 GRIEVANCE PROCEDURE SEPTEMBER 2007 Western Health & Social Care Trust [Grievance Procedure] 1 September 2007 CONTENTS GRIEVANCE PROCEDURE 1. INTRODUCTION 2. GUIDANCE AND DEFINITIONS 3. PRINCIPLES 4. MEETINGS/HEARINGS

More information

Derbyshire Constabulary GUIDANCE ON POLICE STAFF JOB EVALUATION USING HR PROGRESS POLICY REFERENCE 08/218

Derbyshire Constabulary GUIDANCE ON POLICE STAFF JOB EVALUATION USING HR PROGRESS POLICY REFERENCE 08/218 Derbyshire Constabulary GUIDANCE ON POLICE STAFF JOB EVALUATION USING HR PROGRESS POLICY REFERENCE 08/218 This guidance is suitable for Public Disclosure Owner of Doc: Head of Department, Human Resources

More information

B Can be disclosed to patients and the public

B Can be disclosed to patients and the public Policy: F10 Fixed Term Contracts Version: F10/01 Ratified by: Trust Management Team Date ratified: 14 th May 2014 Title of Author: Head of HR Consultancy Services Title of responsible Director Director

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

Managing Fixed Term Contracts Policy & Procedure. All employees HR, NEL CSU. Policy Screened Yes N/A

Managing Fixed Term Contracts Policy & Procedure. All employees HR, NEL CSU. Policy Screened Yes N/A 1 SUMMARY Managing Fixed Term Contracts Policy & Procedure 2 RESPONSIBLE PERSON: Jennie Williams, Executive Nurse and Director of Quality & Integrated Governance 3 ACCOUNTABLE DIRECTOR: 4 APPLIES TO: 5

More information

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

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

More information

FIXED TERM CONTRACT POLICY. Printed copies must not be considered the definitive version. DOCUMENT CONTROL POLICY NO.

FIXED TERM CONTRACT POLICY. Printed copies must not be considered the definitive version. DOCUMENT CONTROL POLICY NO. FIXED TERM CONTRACT POLICY Printed copies must not be considered the definitive version DOCUMENT CONTROL POLICY NO. 41 Policy Group Jackie Henry, Pamela Jamieson, Steph Mottram, Elaine Kearney, Alf Hannay

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

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

REDUNDANCY AND RESTRUCTURING POLICY AND PROCEDURE

REDUNDANCY AND RESTRUCTURING POLICY AND PROCEDURE REDUNDANCY AND RESTRUCTURING POLICY AND PROCEDURE 1. Purpose 1.1 The need to make changes to the shape of the workforce and the numbers employed can arise for a range of reasons which can include technology,

More information

Flexible Working Procedure

Flexible Working Procedure Flexible Working Procedure Flexible Working Procedure Page: Page 1 of 17 Recommended by Approved by Executive Management Team Executive Management Team Approval date 4 September 2014 Version number 2.1

More information

PROBATION PROCESS FOR ALL STAFF IN GRADES 1-6

PROBATION PROCESS FOR ALL STAFF IN GRADES 1-6 PROBATION PROCESS FOR ALL STAFF IN GRADES 1-6 Scope and Purpose This policy is designed to provide a clear and simple process to assist managers in managing new employees and to ensure equality of opportunity

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

Request for Allocation Review Policy

Request for Allocation Review Policy Human Resources Policy Framework Request for Allocation Review Policy Approved by: Cabinet Resources Panel (20.10.2015) Published: 01.11.2015 Review date: 31.10.2017 CONSULTATION The following officer

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

HYWEL DDA UNIVERSITY HEALTH BOARD REDEPLOYMENT POLICY. 158 Supersedes: Classification Employment

HYWEL DDA UNIVERSITY HEALTH BOARD REDEPLOYMENT POLICY. 158 Supersedes: Classification Employment REDEPLOYMENT POLICY Policy Number: 158 Supersedes: Classification Employment Version Date of Date of Date made Review Approved by: No EqIA: Approval: Active: Date: V3 W&OD Committee 15.03.2018 21.03.2018

More information

Date of review: Policy Category:

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

More information

GRIEVANCE POLICY. Reviewer: Grampian Area Partnership Forum. Signature Signature Signature. Review date:

GRIEVANCE POLICY. Reviewer: Grampian Area Partnership Forum. Signature Signature Signature. Review date: GRIEVANCE POLICY Co-ordinator: Director of HR Reviewer: Grampian Area Partnership Forum Approver: Grampian Area Partnership Forum. Signature Signature Signature Identifier: NHSG/POL/31/HR Review date:

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

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

RECRUITMENT AND SELECTION POLICY AND PROCEDURE Contracted Staff (Permanent and Fixed Term Contract)

RECRUITMENT AND SELECTION POLICY AND PROCEDURE Contracted Staff (Permanent and Fixed Term Contract) RECRUITMENT AND SELECTION POLICY AND PROCEDURE Contracted Staff (Permanent and Fixed Term Contract) 1. POLICY STATEMENT The University s ability to attract and retain the highest calibre of staff is fundamental

More information

Pay Policy. Director of HR in consultation with heads of academy in WHMAT. Teachers & Support Staff in WHMAT

Pay Policy. Director of HR in consultation with heads of academy in WHMAT. Teachers & Support Staff in WHMAT Pay Policy Prepared by: Applies to: Director of HR in consultation with heads of academy in WHMAT Teachers & Support Staff in WHMAT Approved by: Board of Directors on 23.11.16 Issued to MAT Academies for

More information

Policies, Procedures, Guidelines

Policies, Procedures, Guidelines Policies, Procedures, Guidelines Document Details Title Employment Break Scheme Policy Trust Ref No 883-35410 Local Ref (optional) Main points the document This policy sets out the eligibility criteria

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

GRIEVANCE AND DISPUTE POLICY

GRIEVANCE AND DISPUTE POLICY GRIEVANCE AND DISPUTE POLICY Last Review Date Adopted 2 nd April 2013 Approving Body Executive Committee Date of Approval 4 th October 2017 Date of Implementation 4 th October 2017 Next Review Date September

More information

SECONDMENT POLICY. Secondment Policy

SECONDMENT POLICY. Secondment Policy SECONDMENT POLICY Secondment Policy DOCUMENT CHANGE HISTORY Initiated by Date Author HR Policy Group March 2011 HR Policy Group Version Date V5.0 V0.1 24 March 2011 Reviewed by HR Policy Group V0.2 1 April

More information

STARTING SALARY FOR APPOINTEES JOINING AND REJOINING THE NHS PROTOCOL AND PROCEDURE

STARTING SALARY FOR APPOINTEES JOINING AND REJOINING THE NHS PROTOCOL AND PROCEDURE STARTING SALARY FOR APPOINTEES JOINING AND REJOINING THE NHS PROTOCOL AND PROCEDURE 1 CONTENTS 1. Protocol Statement 2. Scope of the Protocol 3. Agenda for Change Reckonable Service Regulations 3.1 Reckonable

More information

Approved by the Partnership Board April 2007

Approved by the Partnership Board April 2007 POLICY AND PROCEDURE FOR EVALUATING NEW JOBS AND RE-EVALUATION OF CHANGED JOBS Ref Date Purpose of Issue/Description of Change HR073 January Replaces the Re-grading procedure 2007 following the implementation

More information

Acting Up and Secondment Policy and Procedures

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

More information

Flexible Working Policy & Procedure Academies

Flexible Working Policy & Procedure Academies Flexible Working Policy & Procedure Academies The STAR Multi Academy Trust This policy was last reviewed on April 2018 This policy is scheduled for review on Section Contents Page Purpose

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

PEOPLE TRANSITION NATIONAL POLICY AND PROCESS ON FILLING OF POSTS IN RECEIVING ORGANISATIONS

PEOPLE TRANSITION NATIONAL POLICY AND PROCESS ON FILLING OF POSTS IN RECEIVING ORGANISATIONS PEOPLE TRANSITION NATIONAL POLICY AND PROCESS ON FILLING OF POSTS IN RECEIVING ORGANISATIONS 01 August 2012 1 CONTENTS 1. Introduction 2. HR principles 3. Scope of policy 4. Transfer policy 5. Redeployment

More information

CLINICAL & PROFESSIONAL SUPERVISION POLICY (replacing 033/Workforce)

CLINICAL & PROFESSIONAL SUPERVISION POLICY (replacing 033/Workforce) CLINICAL & PROFESSIONAL SUPERVISION POLICY (replacing 033/Workforce) POLICY NUMBER 051/Workforce POLICY VERSION 1 RATIFYING COMMITTEE HR Policy Review Group DATE RATIFIED December 2010 NEXT REVIEW DATE

More information

Colleague HR Policies: Statutory & Mandatory Training Policy

Colleague HR Policies: Statutory & Mandatory Training Policy Colleague HR Policies: Statutory & Mandatory Training Policy Date Approved: 5 December 2017 In a nutshell We recognise our responsibilities that all of our colleagues are adequately and properly trained

More information

Engagement of Temporary Staff including Agency Workers

Engagement of Temporary Staff including Agency Workers Engagement of Temporary Staff including Agency Workers Ratification Process Lead Author: Developed by: Senior OD & HR Business Partner, C&P CCG Senior OD & HR Business Partner, C&P CCG Approved on and

More information

NHS Grampian Fixed Term Contracts Policy

NHS Grampian Fixed Term Contracts Policy NHS Grampian Fixed Term Contracts Policy Co-ordinator: Reviewer: Approver: Lead of Review Group GAPF Policies Subgroup Grampian Area Partnership Forum (GAPF) Date Approved by GAPF: 17 June 2015 Refresh

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

This policy is also available in large print and other formats and languages, upon request.

This policy is also available in large print and other formats and languages, upon request. NHS Grampian Fixed Term Contracts Policy This policy is also available in large print and other formats and languages, upon request. NHS Grampian will pay for Language Line telephone interpretation or

More information

ABSENCE MANAGEMENT POLICY

ABSENCE MANAGEMENT POLICY ABSENCE MANAGEMENT POLICY DOCUMENT CONTROL Policy Title: Purpose: Supersedes: This policy applies to: Circulation: Absence Management Policy This Managing Attendance Policy sets out the procedure for reporting

More information

ACADEMIC-RELATED STAFF RULES AND PROCEDURES FOR CONFIRMATION, PROMOTION AND SALARY REVIEW

ACADEMIC-RELATED STAFF RULES AND PROCEDURES FOR CONFIRMATION, PROMOTION AND SALARY REVIEW ACADEMIC-RELATED STAFF RULES AND PROCEDURES FOR CONFIRMATION, PROMOTION AND SALARY REVIEW ACADEMIC-RELATED STAFF REVIEW COMMITTEE RULES AND PROCEDURES TABLE OF CONTENTS 1 General Procedures 2 Annual Review

More information

GRIEVANCE AND DISPUTES POLICY

GRIEVANCE AND DISPUTES POLICY GRIEVANCE AND DISPUTES POLICY Version: 3 Ratified by: Senior Managers Operational Group Date ratified: May 2014 Title of originator/author: Human Resources Business Partner Title of responsible committee/group:

More information

RECRUITMENT AND SELECTION POLICY AND PROCEDURE

RECRUITMENT AND SELECTION POLICY AND PROCEDURE Summary RECRUITMENT AND SELECTION POLICY AND PROCEDURE This policy sets out standards that facilitate effective recruitment and selection, comply with employment legislation and best practice, and contribute

More information

Grievance and Disputes Policy. Target Audience. Who Should Read This Policy. All Trust Staff

Grievance and Disputes Policy. Target Audience. Who Should Read This Policy. All Trust Staff Grievance and Disputes Policy Who Should Read This Policy Target Audience All Trust Staff Version 3.0 September 2015 Ref. Contents Page 1.0 Introduction 4 2.0 Purpose 4 3.0 Objectives 4 4.0 Process 4 4.1

More information

Pay Policy. Director of Human Resources. Consulted with unions 19 th September Adopted (date): 21 st September 2018

Pay Policy. Director of Human Resources. Consulted with unions 19 th September Adopted (date): 21 st September 2018 Pay Policy Author: Director of Human Resources Approval needed by: Board of Directors Consulted with unions 19 th September 2018 Adopted (date): 21 st September 2018 Date of next review: August 2019 1

More information

MANAGING PERFORMANCE POLICY AND PROCEDURE

MANAGING PERFORMANCE POLICY AND PROCEDURE LEEDS BECKETT UNIVERSITY MANAGING PERFORMANCE POLICY AND PROCEDURE www.leedsbeckett.ac.uk/staffsite PM1-4 Policy Statement Purpose and Scope The University aims to ensure that performance expectations

More information

Policy on the Use of Fixed Term Contracts

Policy on the Use of Fixed Term Contracts Policy on the Use of Fixed Term Contracts Date: October 2012 Version number: 1 Author: Senior HR Advisor Document history: Version Control Date Version No: 1 Implementation Date October 2012 Last Review

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

ACADEMIC-RELATED STAFF RULES AND PROCEDURES FOR CONFIRMATION, PROMOTION AND SALARY REVIEW

ACADEMIC-RELATED STAFF RULES AND PROCEDURES FOR CONFIRMATION, PROMOTION AND SALARY REVIEW ACADEMIC-RELATED STAFF RULES AND PROCEDURES FOR CONFIRMATION, PROMOTION AND SALARY REVIEW ACADEMIC-RELATED STAFF REVIEW COMMITTEE RULES AND PROCEDURES TABLE OF CONTENTS 1 General Procedures 2 Annual Review

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

GRIEVANCE & DISPUTES POLICY

GRIEVANCE & DISPUTES POLICY GRIEVANCE & DISPUTES 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 2015

More information

Job Family Re-grading Procedure Version 1.1 Last amended: August 2016

Job Family Re-grading Procedure Version 1.1 Last amended: August 2016 Job Family Re-grading Procedure Version 1.1 Last amended: August 2016 Job Family Re-grading Procedure 1. Introduction 1.1 The aim of this document is to inform staff and Heads of Schools/Departments of

More information

Policy on the employment of fixed-term staff

Policy on the employment of fixed-term staff Policy on the employment of fixed-term staff 1 Introduction 1.1 The School of Oriental and African Studies (the School) values the contribution of staff employed on fixed-term contracts, who play a key

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

REDEPLOYMENT REGISTER POLICY

REDEPLOYMENT REGISTER POLICY REDEPLOYMENT REGISTER POLICY Exec Director lead Author/ lead Feedback on implementation to Director of Human Resources Jane Askew, HR Directorate Partner Jean A Stockdale, HR Adviser Date of draft November

More information