NEWLY CREATED / REVISED POSTS JOB MATCHING POLICY AND PROCEDURE
|
|
- Joella Curtis
- 8 years ago
- Views:
Transcription
1 YMDDIRIEDOLAETH GIG CEREDIGION A CHANOLBARTH CYMRU CEREDIGION AND MID WALES NHS TRUST NEWLY CREATED / REVISED POSTS JOB MATCHING POLICY AND PROCEDURE Author Director of Human Resources Equality impact TBC Original Date New Equality assessment TBC This Revision February 2007 done Next Review Date February 2010 Review Body JNC Approved by Trust Board Policy Number HR51 Approval Date March 2007 Classification Human Resources 1
2 AGENDA FOR CHANGE NEWLY CREATED / REVISED POSTS JOB MATCHING POLICY AND PROCEDURE CONTENTS PAGE 1. Policy Statement 3 2. Scope of the Policy 3 3. Job Matching Panels 3 4. Procedure for Allocating a Pay Band 3 Step 1 Drafting a Job Description and Person Specification 4 Step 2 Submission for Job Matching 4 Step 3 Arranging the Job Matching Panel 4 Step 4 Advising the Manager of the Panel Date 4 Step 5 The Job Matching Process 4 Step 6 Consistency Checking the Pay Band Result 5 Step 7 Post Banding 5 Banded to a Higher Pay Band 5 Banded to the Same or Lower Pay Band 5 Step 8 Re-evaluation of the Provisional Pay Band 5 Step 9 Re-evaluation of a Pay Band Procedure 6 5. Training and Awareness 6 6. Equality 6 7. Data Protection Act Freedom of Information Act Records Management Review Monitoring Discipline Sign off 7 APPENDIX 1 Newly Created / Revised Post Job Matching Proforma 7 APPENDIX 2 Post Funding Flow Chart 9 2
3 1. POLICY STATEMENT Ceredigion and Mid Wales NHS Trust will ensure that all newly created / revised posts are allocated a provisional Agenda for Change Pay Band for recruitment purposes, in accordance with the principles contained within Section 10, paragraph 3.7 of the NHS Job Evaluation Handbook (October2004). 2. SCOPE OF THE POLICY This policy and procedure will apply to all newly created and revised posts covered by Agenda for Change Terms and Conditions of employment. This procedure will not apply to existing vacant posts, which have previously been banded and the recruitment review has not resulted in any changes to the job description and person specification. 3. JOB MATCHING PANELS Job matching panel members should be trained in job matching. Those trained will be approached on a systematic basis to ensure a wide range of individuals are involved in this process. Identifying a pay band for a newly created revised post will be undertaken by a panel consisting of one management and one staff representative. The management and staff representatives must be trained job matchers. Job matchers will not be asked to participate in this process if there is a potential conflict of interest, in respect of the post to be matched. 4. PROCEDURE FOR ALLOCATING A PROVISIONAL PAY BAND All newly created / revised posts within the Trust will undergo a full job match, where there is a suitable national profile. Where no profile exists or the post does not match a profile, the panel will undertake a desktop job matching process, to allocate a provisional pay band for recruitment purposes. This process must be undertaken prior to the manager sending the vacancy to the Human Resources Department for progressing the Recruitment and Selection process. It is essential that the manager fully considers and documents the full range of duties and responsibilities of the role, when drafting the job description and person specification for discussion and agreement with the local staff representative. The manager should use the Job Factor Job Description template, to ensure that they cover all aspects of the role. 3
4 This is of utmost importance as the job matching exercise will only be undertaken once and this result will be final. There will be no review mechanism to request a further re-match for the same post. Step 1 - Drafting the Job Description and Person Specification When a newly created post has been approved within the directorate, the manager should write a job description and person specification based on the 16 factors identified in the Job Evaluation Handbook. The manager should use the Trust s Job Factor Job Description template, which will assist them to consider fully all aspects of the role. Step 2 - Submission for Job Matching The manager will submit the agreed job description and person specification to the HR Department, who will be responsible for arranging the job matching panel. Step 3 - Arranging the Desk Top Panel The HR Department will identify a trained Management and Staff representative to sit on the panel. Trained job matchers will be approached on a systematic basis to ensure a wide range of individuals are involved in this process and their skills are kept up to date. Every effort should be made to hold the panel within seven working days of the receipt of the job description and person specification for the newly created / revised post. Step 4 Advising the Manager of the Panel Date The HR Department will advise the line manager of the panel date and that they will be required to be available to answer any questions, points of clarification etc. raised by the panel during this process. Step 5 The Job Matching Process The panel will meet on the date and time identified and will in the first instance seek to identify if a national profile exists for the post(s). If such a profile exists, then the panel working in partnership will seek to match the post. In cases where no national profile exists, the panel will look to desk top the post using the job description and person specification against the Factor Plan and Guidance Notes contained in the NHS Job Evaluation Handbook. In partnership, the panel members will agree the appropriate factor level for each of the sixteen factors and allocate an appropriate pay band. This banding outcome will be entered on the New Posts Job Matching proforma (Appendix 1). Step 6 Consistency Checking the Pay Band Result To ensure that the banding for the post is consistent with other locally matched / evaluated results, the panel will review the job match / desk top band against broadly similar posts within the department, directorate and the Trust, using AfC pay banding data. 4
5 The panel should liaise with the HR Project Manager, within the HR Department to request access to this data. Once the banding result has been checked and the panel can confirm that the result is consistent with other similar posts, they may sign off the result and forward it to the HR Department for recruitment purposes and the documentation returned to the manager. A copy will also be sent to the Recruitment Team for information and a copy will be retained by the HR Department. Where the result is inconsistent with other similar posts, it will be brought to the attention of the Director or Deputy Director of HR to consider in partnership with a staff representative. In partnership agreement will be reached on how the matter should be progressed / resolved. Step 7 Funding available for the new post. Once the Job match result has have been sent to the manager, they should adhere to the following process, depending on the pay band outcome: Funding available insufficient for new post Where a post s pay band results places it on a pay band that exceeds the funding available, the manager must bring this to the attention of the Directorate Financial Manager. If the manager wishes to proceed with recruiting to the post they must produce a Statement of Funding, which must be signed off by their Directorate Financial Manager. Managers should note that no central funding will be made available through this process for cost increases at the time of the vacancy or in subsequent budget setting rounds. Funding available sufficient for the new post Where a post s pay band results places it on a pay band that is within the funding provisions for the post, the manager may proceed to recruit to the post following the Trust s Recruitment and Selection procedure. Step 8 Re-evaluation of the Provisional Pay Band Once the new post holder has been in post for a suitable period of time (minimum six months* and a maximum of twelve months), they will be expected to sign off and agree their job description, person specification with their manager. If it is felt that the post duties / responsibilities are significantly different at this review, the manager and the post holder may instigate a reevaluation review of the post, in accordance with the Trust s Re-evaluation of Pay Band Policy and Procedure. The re-evaluation will require the post to go through full job matching and/or job evaluation in accordance with the NHS Job Evaluation Handbook. It is the responsibility of the line manager to ensure that the document is completed in accordance with the above timescales. 5
6 *The reason for waiting for a period of at least six months is to give the post holder(s) time to understand the range of duties and responsibilities associated with their post, enabling them to provide comprehensive information during this stage of the process. Step 9 Re-evaluation of a Pay Band Procedure When the post holder and manager have agreed the job description and the personal specification, the manager and post holder should adhere to and follow the Re-evaluation of a Pay Band policy and Procedure. 5. TRAINING AND AWARENESS All staff will be made aware of this policy upon commencement with the Trust at either the Trust or the departmental induction. Copies can also be viewed on the Trust s Intranet or obtained via the HR department. Training on such policies may also be provided at HR training sessions which all staff will be informed of via Hysbysrwydd or their line manager in advance. 6. EQUALITY The Trust recognises the diversity of the local community and those in its employ. Our aim is therefore to provide a safe environment free from discrimination and a place where all individuals are treated fairly, with dignity and appropriately to their need. The Trust recognises that equality impacts on all aspects of its day to day operations and has produced an Equality Policy Statement to reflect this. All policies and procedures are assessed in accordance with the Equality initial screening toolkit, the results for which are monitored centrally. 7. DATA PROTECTION ACT 1998 The Data Protection Act 1998 protects personal data (for a definition and more information see the Data Protection Policy), which includes information about staff, patients and carers. The NHS relies on maintaining the confidentiality and integrity of its data to maintain the trust of the community. Unlawful or unfair processing of personal data may result in the Trust being in breach of its Data Protection obligations 8. FREEDOM OF INFORMATION ACT 2000 Any information that belongs to the Trust may be subject to disclosure under the Freedom of Information Act From the 1 January 2005, the Freedom of Information Act 2000 allows anyone, anywhere to ask for information held by the Trust to be disclosed (subject to limited exemptions). Further information is available in the Freedom of Information Act 2000 Policy. 6
7 9. RECORDS MANAGEMENT Records are created or received in the conduct of the business activities of the Trust and provide evidence and information about these activities. All records are also corporate assets as they hold the corporate knowledge about the Trust. The Trust has a Records Management Strategic Framework and a Records Management Policy for dealing with records management that are consistent with: a) WHC (2000) 71 For the Record: Managing records in NHS Trusts and Health Authorities b) The Lord Chancellor s Code of Practice on the Management of Records under Section 46 of the Freedom of Information Act 2000 (November 2002) Compliance with and the application of this policy will ensure that the Trust s records are complete, accurate and provide evidence of and information about the Trust s activities for as long as is required. 10. REVIEW This policy will be reviewed in three years time. Earlier review may be required in response to exceptional circumstances, organisational change or relevant changes in legislation or guidance. 11. MONITORING Details of all grievances received will be recorded and reported on periodically to both the Management Board and the Trust Board. 12. DISCIPLINE Breaches of this policy will be investigated and may result in the matter being treated as a disciplinary offence under the Trust s disciplinary procedure. 13. SIGN OFF Signed on behalf of the Staff Side Signed: Name: Title: Date: Signed on behalf of the Management Side 7
8 Signed: Name: Title: Date: 8
9 APPENDIX 1 NEWLY CREATED / REVISED POST JOB MATCH PROFORMA Job Title Department Manager s Name Contact Number Profile Matched Against (if applicable) Factor Level Score M/NM/V (if matching to a National Profile) 1. Communication Evidence 2. Knowledge, Training & Experience 3. Analytical & Judgement 4. Planning & Organisational skills 5. Physical Skills 6. Patient/Client Care 7. Policy & Service 9
10 Factor Level Score M/NM/V (if matching to a National Profile) 8. Financial & Physical Resources 9. H R Responsibility Evidence 10. Information Resources 11. R & D 12. Freedom to Act 13. Physical Effort 14. Mental Effort 15. Emotional Effort 16. Working Conditions TOTAL SCORE PAY BAND BAND JOB WEIGHT 10
11 Desktop undertaken by Management Rep: Print Name Signature Staff Rep: Print Name Signature Date We the above signed confirm that the post was consistency checked against the following Department, Directorate and Trust Posts (continue overleaf if necessary): and the results were Consistent Inconsistent with other similar Trust posts (please tick as appropriate) This provisional pay band result is Approved Not Approved Please refer to the Trust AfC Project Board 11
12 APPENDIX 2 Flowchart - Finance. NEWLY CREATED / REVISED POSTS START Details of new post / revised post provided with current and revised department establishment? Cost and compare new / revised post. To include impact on overall department establishment Sufficent funding available within existing establishment? External funding available? Sufficent internal and external funding available? Return submission to Directorate Manager stating reason Sign off and pass to HR STOP 12
POLICY FOR THE USE OF OVERTIME FOR ALL EMPLOYEES
HYWEL DDA LOCAL HEALTH BOARD APPENDIX E POLICY FOR THE USE OF OVERTIME FOR ALL EMPLOYEES Policy Number: Supercedes: All previous policies relating to Overtime Payments within previous organisations Reference
More informationYMDDIRIEDOLAETH GIG CEREDIGION A CHANOLBARTH CYMRU CEREDIGION AND MID WALES NHS TRUST PC SECURITY POLICY
YMDDIRIEDOLAETH GIG CEREDIGION A CHANOLBARTH CYMRU CEREDIGION AND MID WALES NHS TRUST PC SECURITY POLICY Author Head of IT Equality impact Low Original Date September 2003 Equality No This Revision September
More informationRecruitment and Selection Procedure
Recruitment and Selection Procedure INTRODUCTION The College aims to attract, select and retain the best candidate to any given vacancy within the college. The College is committed to safeguarding and
More informationUNIVERSITY OF BIRMINGHAM CODE OF PRACTICE ON EXTERNAL EXAMINING (TAUGHT PROVISION)
UNIVERSITY OF BIRMINGHAM CODE OF PRACTICE ON EXTERNAL EXAMINING (TAUGHT PROVISION) 1 Index of points 1. Principles 2. Appointment of External Examiners 3. Induction 4. Enhancement of Quality 5. Scrutiny
More informationMOORLAND SURGICAL SUPPLIES LTD INFORMATION GOVERNANCE POLICY
MOORLAND SURGICAL SUPPLIES LTD INFORMATION GOVERNANCE POLICY Moorland is committed to ensuring that, as far as it is reasonably practicable, the way we provide services to the public and the way we treat
More informationJOB RE-EVALUATION POLICY
JOB RE-EVALUATION POLICY Human Resources This policy is for use with immediate effect and to continue post implementation of Torbay Council s job evaluation scheme. Job Re-evaluation Policy Statement Torbay
More informationINFORMATION GOVERNANCE POLICY
Directorate of Performance Assurance INFORMATION GOVERNANCE POLICY Reference: DCP074 Version: 2.5 This version issued: 27/03/15 Result of last review: Minor changes Date approved by owner (if applicable):
More informationWiltshire Council Human Resources. Improving Work Performance Policy and Procedure
Wiltshire Council Human Resources Improving Work Performance Policy and Procedure This policy can be made available in other languages and formats such as large print and audio on request. What is it?
More informationBarnsley Clinical Commissioning Group. Information Governance Policy and Management Framework
Putting Barnsley People First Barnsley Clinical Commissioning Group Information Governance Policy and Management Framework Version: 1.1 Approved By: Governing Body Date Approved: 16 January 2014 Name of
More informationPolicies, Procedures & Guidelines
Policies, Procedures & Guidelines Management Guidance On the Storage and Disposal of Employee Personnel Files Issue Number: 1 Originated by: Human Resource Department Ratified by: SMT & JSPC Agreed by:
More informationNot applicable. 2.1 That Management Review Committee agree the proposed procedure for implementation.
AGENDA ITEM 4 REPORT TO: Management Review Committee DATE: 29 January 2014 PORTFOLIO: REPORT AUTHOR: TITLE OF REPORT: EXEMPT REPORT (Local Government Act 1972, Schedule 12A) No Cllr Joan Smith - Deputy
More informationDirector of Organisational Development & Workforce DISCIPLINARY POLICY
Directorate of Organisational Development & Workforce DISCIPLINARY POLICY Reference: OWP017 Version: 3.0 This version issued: 15/05/13 Result of last review: Major changes Date approved by owner (if applicable):
More informationIP-PGN-14 Part of NTW(O)05 Incident Policy
Incident Policy Practice Guidance Note Information Governance Incident Reporting Management V01 Date Issued Planned Review PGN No: Issue 1 October 2014 October 2017 IP-PGN-14 Part of NTW(O)05 Incident
More informationGrievance and Disputes Policy and Procedure. Document Title. Date Issued/Approved: 10 August 2010. Date Valid From: 21 December 2015
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 informationINFORMATION GOVERNANCE POLICY
INFORMATION GOVERNANCE POLICY Version: 3.2 Authorisation Committee: Date of Authorisation: May 2014 Ratification Committee Level 1 documents): Date of Ratification Level 1 documents): Signature of ratifying
More informationINFORMATION GOVERNANCE POLICY
INFORMATION GOVERNANCE POLICY Primary Intranet Location Information Management & Governance Version Number Next Review Year Next Review Month 7.0 2018 January Current Author Phil Cottis Author s Job Title
More informationNHS North Durham Clinical Commissioning Group. Information Governance Strategy 2015/16
NHS North Durham Clinical Commissioning Group Information Governance Strategy 2015/16 Document Status Equality Impact Assessment Document Ratified/Approved By Final No impact Risk and Audit Committee/Governing
More informationComplaints Policy. Complaints Policy. Page 1
Complaints Policy Page 1 Complaints Policy Policy ref no: CCG 006/14 Author (inc job Kat Tucker Complaints & FOI Manager title) Date Approved 25 November 2014 Approved by CCG Governing Body Date of next
More informationWEST MIDLANDS POLICE Force Policy Document
WEST MIDLANDS POLICE Force Policy Document POLICY TITLE: POLICY REFERENCE NO: POLICE STAFF DISCIPLINARY PROCEDURE HR/06 Executive Summary The Force expects certain standards of conduct to be maintained
More informationJOB DESCRIPTION. JOB TITLE & BAND: Lead Pharmacy Technician, Education & Training -Band 5. Pharmacy Department, Altnagelvin Hospital
JOB DESCRIPTION JOB TITLE & BAND: Lead Pharmacy Technician, Education & Training -Band 5 DEPARTMENT: BASE: REPORTS TO: RESPONSIBLE TO: Pharmacy Pharmacy Department, Altnagelvin Hospital Teacher Practitioner
More informationFairness at Work (Grievance Policy & Procedure)
Fairness at Work (Grievance Policy & Procedure) Publication Scheme Y/N Department of Origin Policy Holder Author Related Documents Can be Published on Force Website HR Operations Head of HR Operations
More informationHuman Resources CAPABILITY POLICY & PROCEDURE. September 2012 Updated June 2015. 1 of 18
Human Resources CAPABILITY POLICY & PROCEDURE September 2012 Updated June 2015 1 of 18 1. Purpose and Scope The procedures set out in this document apply to all University staff and aim to: Demonstrate
More informationAdditional Hours & Overtime Policy
Additional Hours & Overtime Policy Document Profile Box Document reference: Version: Draft 1.6 Ratified by: Date ratified: Name of originator/author Head of HR Name of responsible Workforce Equality Comittee
More informationINFORMATION GOVERNANCE OPERATING POLICY & FRAMEWORK
INFORMATION GOVERNANCE OPERATING POLICY & FRAMEWORK Log / Control Sheet Responsible Officer: Chief Finance Officer Clinical Lead: Dr J Parker, Caldicott Guardian Author: Associate IG Specialist, Yorkshire
More informationRECORDS MANAGEMENT POLICY
RECORDS MANAGEMENT POLICY Version 8.0 Purpose: For use by: This document is compliant with /supports compliance with: To outline the lifecycle of a record and to provide guidance on retention and disposal
More informationA Question of Balance
A Question of Balance Independent Assurance of Information Governance Returns Audit Requirement Sheets Contents Scope 4 How to use the audit requirement sheets 4 Evidence 5 Sources of assurance 5 What
More informationManaging Performance Policy
.1 Managing Performance Policy Reference Number: 123 Author & Title: Gayle Williams, HR Manager Responsible Directorate: Human Resources Review Date: 11 March 2016 Ratified by (committee): Lynn Vaughan
More informationGuidance for employers within the NHS on the process for making severance payments
Guidance for employers within the NHS on the process for making severance payments December 2013 Guidance for employers within the NHS on the process for making severance payments This guidance, revised
More informationBAND: 5. 37½ hours per week 1. JOB SUMMARY
POST TITLE: Software Developer BAND: 5 HOURS: ACCOUNTABLE TO: LOCATION: 37½ hours per week Head of Informatics Programme Mamhilad 1. JOB SUMMARY Reporting to Software Development Manager, the post holder
More informationINFORMATION GOVERNANCE POLICY & FRAMEWORK
INFORMATION GOVERNANCE POLICY & FRAMEWORK Version 1.2 Committee Approved by Audit Committee Date Approved 5 March 2015 Author: Responsible Lead: Associate IG Specialist, YHCS Corporate & Governance Manger
More informationDRAFT VERSION 4. Wiltshire Council Human Resources. Recruitment Policy and Procedure
DRAFT VERSION 4 Wiltshire Council Human Resources Recruitment Policy and Procedure This policy can be made available in other languages and formats such as large print and audio on request. What is it?
More informationNHS Newcastle Gateshead Clinical Commissioning Group. Information Governance Strategy 2015/16
NHS Newcastle Gateshead Clinical Commissioning Group Information Governance Strategy 2015/16 Document Status Equality Impact Assessment Document Ratified/Approved By Approved No impact NHS Quality, Safety
More informationHuman Resources Officer
Human Resources Officer About the HCPC The Health and Care Professions Council (HCPC) is the regulator of 16 different health and care professions. We were set up to protect the public. To do this, we
More informationDeputy Sister/Charge Nurse. Staff Nurse. Nursing Assistant
JOB DESCRIPTION Job Title: Nursing Assistant Job Reference No. 2622 Department: Band: 3 Location/Base: Adult Mental Health, Inpatient Units Hours: 37.5 JOB SUMMARY The staff nurse role is designed to meet
More informationNEWMAN UNIVERSITY DISCIPLINARY POLICY AND PROCEDURE
1. Scope and Purpose NEWMAN UNIVERSITY DISCIPLINARY POLICY AND PROCEDURE 1.1 Newman University [hereafter referred to as the University] recognises disciplinary rules and procedures are necessary for the
More informationEmployment Law - Managing Misonduct in the Workplace
DISCIPLINARY POLICY AND PROCEDURE Policy reference LWHR15 SUMMARY AUTHOR VERSION To provide a process and framework to manage employee issues of misconduct at the workplace in a fair and consistent manner
More informationDisciplinary Procedure
Disciplinary Procedure Human Resources 1 Introduction The University is committed to supporting its staff in carrying out their responsibilities within an environment which encourages productive, safe
More informationPolicy C11 Staff Disciplinary Policy and Procedure
Policy C11 Staff Disciplinary Policy and Procedure Providing a Clear Framework to Help Promote Good Employment Relations Disciplinary rules and procedures provide guidance to employees on the standards
More informationJob Description. Information Assurance Manager Band 8A TBC Associate Director of Technology Parklands and other sites as required
Job Description Job Title: Grade: Accountable to: Base: 1. JOB PURPOSE Information Assurance Manager Band 8A TBC Associate Director of Technology Parklands and other sites as required The purpose of the
More informationJOB DESCRIPTION. Tatchbury Mount base and other Southern Health Sites as required
JOB DESCRIPTION Job Title: Band: Hours: Location: Accountable to: Lead Manager for Workforce Planning & Resourcing 8a 37.5 per week Tatchbury Mount base and other Southern Health Sites as required Deputy
More informationInformation Governance Strategy 2015/16
Information Governance Strategy 2015/16 Ratified Governing Body (November 2015) Status Final Issued November 2015 Approved By Executive Committee (August 2015) Consultation Equality Impact Assessment Internal
More informationHuman Resources Policy No. HR46
Human Resources Policy No. HR46 Maintaining Personal Files and ESR Records Additionally refer to HR04 Verification of Professional Registration HR33 Recruitment and Selection HR34 Policy for Carrying Out
More informationProcess for advising on the feasibility of implementing a patient access scheme
Process for advising on the feasibility of implementing a patient access scheme INTERIM September 2009 Patient Access Schemes Liaison Unit at NICE P001_PASLU_Process_Guide_V1.3 Page 1 of 21 Contents (to
More informationAudit and Performance Committee Report
Audit and Performance Committee Report Date: 3 February 2016 Classification: Title: Wards Affected: Financial Summary: Report of: Author: General Release Maintaining High Ethical Standards at the City
More informationEquality and Diversity Policy. Deputy Director of HR Version Number: V.2.00 Date: 27/01/11
Equality and Diversity Policy Author: Deputy Director of HR Version Number: V.2.00 Date: 27/01/11 Approval and Authorisation Completion of the following signature blocks signifies the review and approval
More information1.5 The Information Governance Policy should be read in conjunction with the Information Governance Strategy.
Title: Reference No: NHSNYYIG - 007 Owner: Author: INFORMATION GOVERNANCE POLICY Director of Standards First Issued On: September 2010 Latest Issue Date: February 2012 Operational Date: February 2012 Review
More informationInformation Governance Policy
Information Governance Policy Version 1.1 Responsible Person Information Governance Manager Lead Director Head of Corporate Services Consultation Route Information Governance Steering Group Approval Route
More informationSECONDARY EMPLOYMENT POLICY
SECONDARY EMPLOYMENT POLICY Document Reference Document status Target Audience HR14.SE.V3.2 Final All Staff Date Ratified 12 November 2015 Ratified by Policy Committee Release date 11 January 2016 Review
More informationWorkforce Performance Management Policy and Procedure
Workforce Performance Management Policy and Procedure Workforce Performance Management Policy and Procedure Page: Page 1 of 19 Recommended by Approved by Executive Management Team Workforce Committee Approval
More informationDerbyshire Constabulary UNMANAGEABLE DEBT PROCEDURE POLICY REFERENCE 10/300. This procedure is suitable for Public Disclosure
Derbyshire Constabulary UNMANAGEABLE DEBT PROCEDURE POLICY REFERENCE 10/300 This procedure is suitable for Public Disclosure Owner of Doc: Head of Department, Professional Standards Date Approved: September
More informationDerbyshire Constabulary REORGANISATION, REDUNDANCY AND REDEPLOYMENT POLICY POLICY REFERENCE 05/001. This policy is suitable for Public Disclosure
Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDEPLOYMENT POLICY POLICY REFERENCE 05/001 This policy is suitable for Public Disclosure Owner of Doc: Head of Department, Human Resources Date Approved:
More informationDISCIPLINARY POLICY AND PROCEDURE
DISCIPLINARY POLICY AND PROCEDURE Policy reference HR14 SUMMARY AUTHOR VERSION To provide a process and framework to manage employee issues of misconduct at the workplace in a fair and consistent manner
More informationNHS North Somerset Clinical Commissioning Group. HR Policies Managing Discipline
NHS North Somerset Clinical Commissioning Group HR Policies Managing Discipline Approved by: Quality and Assurance Group Ratification date: May 2013 Review date: May 2016 1 Contents 1 Policy Statement...
More informationJOB DESCRIPTION: DIRECTORATE MANAGER LEVEL 3. Job Description
JOB DESCRIPTION: DIRECTORATE MANAGER LEVEL 3 Job Description Job Title: Directorate Manager Level 3 Band: Post Type: Location: Managerially Accountable to: Professionally Accountable to: 8C Permanent UHNS
More informationINFORMATION GOVERNANCE STRATEGIC VISION, POLICY AND FRAMEWORK
INFORMATION GOVERNANCE STRATEGIC VISION, POLICY AND FRAMEWORK Policy approved by: Assurance Committee Date: 3 December 2014 Next Review Date: December 2016 Version: 1.0 Information Governance Strategic
More informationHuman Resources Manager 12 month fixed term contract
Human Resources Manager 12 month fixed term contract About the HCPC The Health and Care Professions Council (HCPC) is the regulator of 16 different health and care professions. We were set up to protect
More informationInformation Governance
CONTROLLED Information Governance Caldicot Version-Workbok Non Caldicott Version - Workbook Version 12 January 2015 40 1 Don t Get Bitten by the Data Demon Notes Using this Workbook The objective of this
More informationHigher Degree by Research Graduate Research Coordination Policy
Higher Degree by Research Graduate Research Coordination Policy Responsible Officer Deputy Vice-Chancellor (Research) Approved by Vice-Chancellor Approved and commenced January, 2015 Review by January,
More informationMODEL PERFORMANCE MANAGEMENT POLICY WALES
MODEL PERFORMANCE MANAGEMENT POLICY WALES The largest teachers union in Wales 1 CONTENTS These are the sections of the performance management model policy. Page Application of the policy Purpose Links
More informationNATIONAL PROFILES FOR INFORMATION TECHNOLOGY. CONTENTS Profile Title AfC Banding Page
NATIONAL PROFILES FOR INFORMATION TECHNOLOGY CONTENTS Profile Title AfC Banding Page IM&T/ Operator Telephony Operator IM&T Analyst/ Technician entry level IM&T Operator Team Leader/Telephony Operator
More informationATTENDANCE MANAGEMENT POLICY
ATTENDANCE MANAGEMENT POLICY Co-ordinator: Director of HR Reviewer: Grampian Area Partnership Forum Approver: Grampian Area Partnership Forum Signature Signature Signature Identifier: NHSG/POL/39/HR Review
More informationJOB DESCRIPTION. T&T Security and Resilience Manager. Technology and Telecommunications. Bedford, Chelmsford or Norwich
JOB DESCRIPTION PART A: JOB DETAILS JOB TITLE: AFC BAND: T&T Security and Resilience Manager 8a HOURS: 37.5 DIRECTORATE: DEPARTMENT: REPORTING TO: BASE: IM&T Technology and Telecommunications Head of T&T
More informationDisciplinary policy INTRODUCTION
Disciplinary policy This policy forms part of your contract of employment. The councils are entitled to introduce minor and non-fundamental changes to this policy by notifying you of these changes in writing
More informationROYAL HOLLOWAY University of London. DISCIPLINARY POLICY AND PROCEDURE (for all staff other than academic teaching staff)
APPROVED BY COUNCIL September 2002 ROYAL HOLLOWAY University of London DISCIPLINARY POLICY AND PROCEDURE (for all staff other than academic teaching staff) Disciplinary Policy and Procedure September 2002
More informationNHS Hartlepool and Stockton-on-Tees Clinical Commissioning Group. Information Governance Strategy 2015/16
NHS Hartlepool and Stockton-on-Tees Clinical Commissioning Group Information Governance Strategy 2015/16 Document Status Equality Impact Assessment Final No impact Document Ratified/Approved By Hartlepool
More informationInformation Governance Strategy
Information Governance Strategy ONCE PRINTED OFF, THIS IS AN UNCONTROLLED DOCUMENT. PLEASE CHECK THE INTRANET FOR THE MOST UP TO DATE COPY Target Audience: All staff employed or working on behalf of the
More informationTitle: Sickness Absence Management Policy and Procedure. CONTENT SECTION DESCRIPTION PAGE. 1 Introduction 2. 2 Policy statement 2.
Title: Sickness Absence Management Policy and Procedure. Date Approved: 17 June 2014 Approved by: JSPF Date of review: June 2016 Policy Ref: Issue: 1 Division/Department: Human Resources Author (post-holder):
More informationPOLICY FOR THE USE OF TEXT MESSAGING (SMS) FACILITIES
Ymddiriedolaeth GIG Siroedd Conwy a Dinbych Conwy & Denbighshire NHS Trust BLACK 113 POLICY FOR THE USE OF TEXT MESSAGING (SMS) FACILITIES Policy Details: Author(s): Information Governance Manager Dept/Working
More informationKnowledge & Skills Framework (KSF) Gateway Policy
DRAFT AGENDA ITEM: 9(d) Knowledge & Skills Framework (KSF) Gateway Policy Review Date: September 2008 Review by: Head of Employment Services 1. INTRODUCTION This policy is based on the NHS Knowledge and
More informationNursing Agencies. Minimum Standards
Nursing Agencies Minimum Standards 1 Contents Page Introduction 3 Values underpinning the standards 6 SECTION 1 - MINIMUM STANDARDS Management of the nursing agency 1. Management and control of operations
More informationClaims Management Policy. Director of Corporate Affairs and Communications. First Issued On: 31 March 2009 (version 1.000)
Title: Reference No: Owner: Author: Claims Management Policy NYYPCT/COR/02 Director of Corporate Affairs and Communications Steve Mason, Legal Services Manager First Issued On: 31 March 2009 (version 1.000)
More informationPosition Description
Position Description Position Title Human Resources Officer Position No 5023 Directorate Department Unit Appointment Type Chief Executive Officer Organisational Development Human Resources Permanent Full
More informationINTRODUCTION 1 STRUCTURE AND APPROACH 1 CONTEXT AND PURPOSE 2 STATEMENT OF PURPOSE 3
June 2007 Table of Contents INTRODUCTION 1 STRUCTURE AND APPROACH 1 CONTEXT AND PURPOSE 2 STATEMENT OF PURPOSE 3 3 Standard 1: Statement of purpose 3 Standard 2: Written guide to the adoption service for
More informationBurton Hospitals NHS Foundation Trust. Committee On: 20 January 2015. Review Date: September 2017. Department Responsible for Review:
POLICY DOCUMENT Burton Hospitals NHS Foundation Trust COMPLAINTS POLICY AND PROCEDURE Approved by: Executive Management Committee On: 20 January 2015 Review Date: September 2017 Corporate / Division Corporate
More informationChesterfield Royal Hospital NHS Foundation Trust THE ADVICE CENTRE AND COMPLAINTS POLICY
Chesterfield Royal Hospital NHS Foundation Trust THE ADVICE CENTRE AND COMPLAINTS POLICY 1. INTRODUCTION 1.1 The aim of the Advice Centre is to support the Trust s Service Experience Strategy by providing
More informationInformation Governance Policy
Author: Susan Hall, Information Governance Manager Owner: Fiona Jamieson, Assistant Director of Healthcare Governance Publisher: Compliance Unit Date of first issue: February 2005 Version: 5 Date of version
More informationDisciplinary Policy and Procedure
Disciplinary Policy and Procedure Providing a Clear Framework to Help Promote Good Employment Relations Disciplinary rules and procedures provide guidance to employees on the standards and conduct expected
More informationCEREDIGION COUNTY COUNCIL - LEARNING SERVICES SERVICE LEVEL AGREEMENT GOVERNOR SUPPORT SERVICES 2016-2017
CEREDIGION COUNTY COUNCIL - LEARNING SERVICES SERVICE LEVEL AGREEMENT GOVERNOR SUPPORT SERVICES 2016-2017 1. OVERVIEW AND DESCRIPTION OF THE SERVICE School governors have over the years seen a significant
More informationProcedure. Development. Joint Consultative Committee, College Management Team. Status: FINAL Approved by: Finance and General Purposes Committee
GUILDFORD COLLEGE GROUP POLICY ACADEMIC/NON ACADEMIC: Non-Academic FRAMEWORK AREA: Human Resources POLICY TITLE: Recruitment and Selection Policy and Procedure LEAD COLLEGE MANAGER: Executive Director
More informationJOB DESCRIPTION. Information Governance Manager
JOB DESCRIPTION POST TITLE: Information Governance Manager DIRECTORATE: ACCOUNTABLE TO: BAND: LOCATION: CSS Head of Information Governance 8a CSS Job Purpose The Information Governance Manager will ensure
More informationINFORMATION GOVERNANCE AND SECURITY 1 POLICY DRAFTED BY: INFORMATION GOVERNANCE LEAD 2 ACCOUNTABLE DIRECTOR: SENIOR INFORMATION RISK OWNER
INFORMATION GOVERNANCE AND SECURITY 1 POLICY DRAFTED BY: INFORMATION GOVERNANCE LEAD 2 ACCOUNTABLE DIRECTOR: SENIOR INFORMATION RISK OWNER 3 APPLIES TO: ALL STAFF 4 COMMITTEE & DATE APPROVED: AUDIT COMMITTEE
More informationManaging Change HR Policy and Procedures
Managing Change HR Policy and Procedures Incorporating changes following the review process in September 2012 Issued October 2012 2 Contents Page 1. Scope 3 2. Managing Organisational Change Key Principles
More informationMANAGEMENT OF PERSONAL FILES POLICY
MANAGEMENT OF PERSONAL FILES POLICY Executive Director lead Author/ lead Feedback on implementation to Andrew Avery (Interim Director of HR) Liz Thompson (HR Manager) Liz Thompson (HR Manager) Date of
More informationYmddiriedolaeth GIG Gwasanaethau Ambiwlans Cymru Welsh Ambulance Services NHS Trust Putting Things Right Policy
Ymddiriedolaeth GIG Gwasanaethau Ambiwlans Cymru Welsh Ambulance Services NHS Trust Putting Things Right Policy Approved by: (TBC) Version: 0.6 Issue Date: (TBC) Review Date: (24 months from issue TBC)
More informationInformation Governance Policy A council-wide information management policy. Version 1.0 June 2013
Information Governance Policy Version 1.0 June 2013 Copyright Notification Copyright London Borough of Islington 2012 This document is distributed under the Creative Commons Attribution 2.5 license. This
More informationJob Description. Line Management of a small team of staff administrating and managing patient and professional feedback and incidents.
Job Description Job Title Pay Band Base Dept./Team Responsible to Accountable to Responsible for Complaints, Incidents and Governance Manager New Alderley House, Macclesfield Eastern Cheshire Clinical
More informationHuman Resources Advisor 12 month fixed term contract
Human Resources Advisor 12 month fixed term contract About the HCPC The Health and Care Professions Council (HCPC) is the regulator of 16 different health and care professions. We were set up to protect
More informationNATIONAL JOINT COUNCIL FOR STAFF IN SIXTH FORM COLLEGES
NATIONAL JOINT COUNCIL FOR STAFF IN SIXTH FORM COLLEGES Disciplinary Procedure 1 1.1 Introduction This procedure provides guidance on disciplinary issues. The procedure is endorsed by the National Joint
More informationNHS Dorset Clinical Commissioning Group. Customer care and complaints policy
NHS Dorset Clinical Commissioning Group Customer care and complaints policy Supporting people in Dorset to lead healthier lives PREFACE This policy sets out the mandatory framework for managing all comments,
More informationINCLUDING THE PROCEDURE FOR HANDLING, EVALUATING AND RESPONDING TO COMPLAINTS
St Helens & Knowsley Hospitals NHS Trust COMPLAINTS POLICY INCLUDING THE PROCEDURE FOR HANDLING, EVALUATING AND RESPONDING TO COMPLAINTS Recommending Committee: Approving Committee: Clinical Performance
More informationInformation Governance Policy Version - Final Date for Review: 1 October 2017 Lead Director: Performance, Quality and Cooperate Affairs
Information Governance Policy Version - Final Date for Review: 1 October 2017 Lead Director: Performance, Quality and Cooperate Affairs NOTE: This is a CONTROLLED Document. Any documents appearing in paper
More informationJohn Leggott College. Data Protection Policy. Introduction
John Leggott College Data Protection Policy Introduction The College needs to keep certain information about its employees, students and other users to allow it to monitor performance, achievements, and
More information2c Financial & Physical Resources
NATIONAL PROFILES FOR HUMAN RESOURCES CONTENTS Profile Title AfC Banding Page HR Assistant HR Assistant Higher Level HR Administrator 4 4 HR Advisor 5 5 HR Advisor Specialist 6 6 HR Team Manager 7* 7 HR
More informationDISCIPLINARY POLICY. CCG Policy Reference: This policy replaces or supersedes Policy Ref:
DISCIPLINARY POLICY Page 1 of 18 DISCIPLINARY POLICY CCG Policy Reference: This policy replaces or supersedes Policy Ref: Target Audience Brief Description (max 50 words) Governing Body members, committee
More informationPERSONNEL SPECIFICATION FACTORS ESSENTIAL DESIRABLE
PERSONNEL SPECIFICATION Post: Assistant Psychologist Band 5 Department Learning Disability Psychology Location: Lakeview Hospital Date: August 2014 FACTORS ESSENTIAL DESIRABLE QUALIFICATIONS AND/OR EXPERIENCE
More informationNo Smoking Policy. No Smoking Policy
No Smoking Policy Document Status Version: V2.0 Approved DOCUMENT CHANGE HISTORY Initiated by Date Author HR Version Date Comments (i.e. viewed, or reviewed, amended approved by person or committee) V1.1
More informationJOB DESCRIPTION. To work flexibly and contribute to continuous improvement of services provided by the Department.
JOB DESCRIPTION Post Title: Employer: Responsible To: HR Advisor [Maternity Cover] Hafod Corporate Services Ltd Head of HR MAIN OBJECTIVES OF THE POST To support the Head of HR in providing a proactive,
More informationHow to complete the provider information return (PIR):
How to complete the provider information return (PIR): Community services April 2015 CONTENTS Purpose... 1 Completing the return... 2 Information about the service and the person completing the PIR...
More informationStaff DBS Checks and Employing Exoffenders:
Staff DBS Checks and Employing Exoffenders: Guide to Policy and Procedures for Managers of Applicants 1 INDEX 1. Introduction 2. Recruiting ex-offenders 3. Disclosure and barring service (DBS) checks procedural
More informationCHANGE MANAGEMENT. February 2015
CHANGE MANAGEMENT February 2015 Authorship : Committee Approved : Approved Date : 03 February 2015 Workforce Policy Lead adapted for local use by Y&HCS on behalf of Harrogate and Rural District CCG CCG
More information