JOB RE-EVALUATION POLICY

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "JOB RE-EVALUATION POLICY"

Transcription

1 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 Council and its recognised Trade Unions have taken great care to ensure that Job Evaluation has been fair, transparent and objective. But we also recognise that post implementation of job evaluation, posts may change substantially over time and there will need to be a process for employees jobs to be re-evaluated within the job evaluation scheme. Provision therefore exists whereby employees, or their managers, may request a re-evaluation of the post if they consider that the level of duties and responsibilities has changed substantially since the grade was originally/last determined by job evaluation. A re-evaluation of posts will also be necessary as part of a re-organisation due to business need. Torbay Council reserves the right to re-evaluate a job or job groups where it feels appropriate. Any such re-evaluations will be agreed through the Single Status Group. The Council s Commitments This policy must be seen in the context of Torbay Council s commitment to meeting its obligations under the Equal Pay Act 1970 and seeks to ensure employees receive equal pay for work of equal value. The Council will maintain the integrity of the job evaluation process through the use of pay controls and the integration of Job evaluation into the recruitment and organisational change processes. Scope of Policy This policy will apply to Council employees and those support staff working within our schools where Torbay Council is the employer. Governing bodies and head teachers of foundation and voluntary aided schools within Torbay will be encouraged to follow these guidelines for their employees. This policy should be read in conjunction with other Human Resources policies and procedures. Page 1 of 5

2 Job Re-evaluation Principles Following the implementation of Job Evaluation and its outcomes, the process going forward will be that employees, or their managers, may request a re-evaluation of the post if they consider that the level of duties and responsibilities has changed substantially since the grade was originally/last determined by job evaluation. A re-evaluation of posts will also be necessary as part of a reorganisation due to business need. The request for re-evaluation must be accompanied by a completed Job Description, Person Specification and Organisation Structure chart. Evaluations may be requested where a post has changed substantially and additional or new tasks or responsibilities have been added to or removed from the post. In the event that a Manager feels there is a substantial reduction in a job, advice must be sought from a HR Advisor. Advice on what constitutes a substantial change can be sought from the JE team. Requests for a re-evaluation can arise through one of the following reasons: 1) Current Job a) An employee recognises that their job has changed and initiates the request for a reevaluation b) The Manager recognises that one or more jobs have changed and initiates the request for a re-evaluation 2) New Job a) Recruitment to a new job requiring a full job evaluation 3) Reorganisation a) Job Change -where there is a department re-organisation involving the re-design of jobs or new jobs being identified. b) The Reporting Structure has been changed Torbay Council s Re-organisation Policy must be followed in all cases where a re-organisation is proposed. In particular, the Change Agenda Template must be completed for consultation and any changes to posts must be re-evaluated under the job evaluation scheme. Re-evaluation will require a review of the job through the job evaluation scheme. As a result of reevaluation, the JE score for the post may go up, down or could stay the same and therefore so could the salary for the post. The date at which any grade and subsequent pay adjustment will take place is the date of submission of the Request for Job Re-evaluation form. An exception to this is where a date at which a step change in job responsibilities can be identified and evidenced. Page 2 of 5

3 The Re-evaluation Process 1. An employee initiates a request to their manager for a re-evaluation of their post. They or must submit a 1.1. Request for Job Re-evaluation Form. The request should set out the grounds that the reevaluation is requested i.e. detail the increased level of responsibility and duties of the post Job Description 1.3. Person Specification 1.4. Job Evaluation Questionnaire 2. A manager initiates the request by recognising that the duties or responsibilities of the postholder have changed over time. They must submit a 2.1. Request for Job Re-evaluation Form 2.2. Job Description 2.3. Person Specification 2.4. Job Evaluation Questionnaire completed by the Employee or 3. A manager initiates the request through proposing a re-organisation of their department and implementing the Re-organisation Policy. They must submit: 3.1. a Change Agenda Template from the Re-organisation Policy 3.2. Job Descriptions for any changed jobs 3.3. Person Specifications for any changed jobs 3.4. Organisation Chart 3.5. Job Evaluation Questionnaires for any changed jobs should be completed and submitted to the JE team once the changes have been established (expected timescale of 3 to 6 months) Following notification of the results, the manager will inform the employee/s of the outcomes as appropriate. It is the responsibility of the manager to ensure that any pay changes are made through the use of the appropriate payroll/hr forms Torbay Council reserves the right to re-evaluate a job or job groups where it feels appropriate. Any such re-evaluations will be agreed through the Single Status Group. Page 3 of 5

4 Support Available My Manager does not support my application. What help is available? It is expected that issues should be resolved informally between employees and their managers. Where all avenues have been exhausted and the issues have not been resolved, a re-evaluation of the post will be undertaken to establish if there has been a substantial change to the post. The JE team may make an initial assessment to establish if a full re-evaluation is required. Where the manager does not support that the application is a true and accurate reflection of the requirements of the job, they should state the reasons why the criteria for re-evaluation has not been met. This will be taken into consideration by the JE team who may require further clarification of the points raised. Trade Union members can also seek advice from their Union Representative. What constitutes a substantial change? Not all changes to a job will warrant a change in grade through the JE scheme. Advice on what constitutes a substantial change should be sought from a member of the JE team. I feel there has been a substantial reduction in a post. What will this mean? In the event that a manager feels there has been a substantial reduction in a post, advice should be sought from HR. A re-evaluation may result in the salary for the post going down or the post may no longer exist in its current form. A HR Advisor can advise on the implications and possible re-deployment opportunities. Appeal Process An employee who wishes to appeal against the result of their re-evaluation by the JE scheme has the right to appeal. The appeal should be made in writing within 20 working days of the decision and the reasons for the appeal must be stated. Individuals will not be able to attend the appeal to state their case and must therefore ensure that their written submission is comprehensive. The application will be re-evaluated by a member of the JE team not involved with the original reevaluation. In all appeal cases, the decision of the appeal will be final and there will be no further right to appeal. Where a decision is unable to be made on the information provided, clarification may be sought. Page 4 of 5

5 Monitoring of Re-evaluations Monitoring of re-evaluations will be conducted on a quarterly basis by a panel of people trained in the JE scheme to ensure that the process is being applied consistently. Make up of panel: 2 Management members, including at least one member of the JE team to provide technical advice 2 Trade Union Representatives Where appropriate, Governors input may be sought for Schools based appeals Where appropriate, an expert from the relevant JE scheme may be asked to sit on the panel in an advisory capacity. The panel will report their findings to the Workforce Board. History of Policy Changes This guidance was first agreed by members of the Single Status Group in and was submitted to the Torbay JCC and the Children s Services JCC for information. Date Page Details of Change Agreed by: Full Policy Replacement of Re-grading Single Status Group March Policy for immediate use and 2009 post implementation of Job Evaluation This policy will be reviewed in October 2009 and annually thereafter. However, the Council reserves the right to review all pay related policies with the Single Status Group where problems are identified. Page 5 of 5

NHS Business Services Authority HR Policies Job Evaluation Banding and reviews

NHS Business Services Authority HR Policies Job Evaluation Banding and reviews 1. POLICY STATEMENT 1.1 Under Agenda for Change, the NHS Job Evaluation Scheme was introduced in order to ensure equal pay for work of equal value. All posts within the scope of the NHSBSA will be matched

More information

Redundancy & Redeployment Policy. Transformation & Human Resources

Redundancy & Redeployment Policy. Transformation & Human Resources Redundancy & Redeployment Policy Transformation & Human Resources Issued by HR Policy Team Effective from REDUNDANCY AND REDEPLOYMENT POLICY 1 General Principles Purpose 1.1 The purpose of the policy is

More information

HR Policies and Procedures JOB EVALUATION POLICY & PROCEDURE

HR Policies and Procedures JOB EVALUATION POLICY & PROCEDURE DRAFT POLICY HR Policies and Procedures JOB EVALUATION POLICY & PROCEDURE Author(s): Sarah Rodmell Stella Jinks UNISON / AMICUS/UCATT JCC Approved: 28 th June 05 Issue Date: (date) Policy Review Date (date)

More information

Grading and Re-Grading Processes and Principles

Grading and Re-Grading Processes and Principles Grading and Re-Grading Processes and Principles 1. Introduction 1.1 Scope This document sets out the procedures which will apply to the grading of new jobs and the re-grading of existing jobs with effect

More information

NEWARK AND SHERWOOD DISTRICT COUNCIL

NEWARK AND SHERWOOD DISTRICT COUNCIL NEWARK AND SHERWOOD DISTRICT COUNCIL JOB EVALUATION GRADING OF POSTS 1. INTRODUCTION The pay and grading of jobs must be fair and non discriminatory, complying with equal pay legislation and associated

More information

Managing Absence Procedure

Managing Absence Procedure Managing Absence Procedure Human Resources 1 Introduction 1.1 The University is committed to maintaining the health, safety and wellbeing of its most important asset its workforce, and will seek to adopt

More information

Managers How to Guide.. Redundancy Policy

Managers How to Guide.. Redundancy Policy Managers How to Guide.. Redundancy Policy Policy statement Scope How to use this document Hampshire County Council seeks to maintain security of employment as far as possible. However circumstances may

More information

LONDON BOROUGH OF BEXLEY REDEPLOYMENT AND SALARY PROTECTION PROCEDURES

LONDON BOROUGH OF BEXLEY REDEPLOYMENT AND SALARY PROTECTION PROCEDURES LONDON BOROUGH OF BEXLEY REDEPLOYMENT AND SALARY PROTECTION PROCEDURES HR Service Effective from 1 April 2010 (AS AGREED BY GENERAL PURPOSES COMMITTEE JANUARY 2010) 1 REDEPLOYMENT AND SALARY PROTECTION

More information

NEWLY CREATED / REVISED POSTS JOB MATCHING POLICY AND PROCEDURE

NEWLY CREATED / REVISED POSTS JOB MATCHING POLICY AND PROCEDURE 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

More information

REDUNDANCY PROCEDURE 1 POLICY STATEMENT & SCOPE

REDUNDANCY PROCEDURE 1 POLICY STATEMENT & SCOPE REDUNDANCY PROCEDURE 1 POLICY STATEMENT & SCOPE 1.1 Recognising that its employees are its most important resource, The College is committed to maintaining security of employment for all its employees.

More information

Restructure, Redeployment and Redundancy

Restructure, Redeployment and Redundancy Restructure, Redeployment and Redundancy Purpose and Scope From time to time the Lake District National Park Authority will need to reorganise its services and staffing to meet changes that arise in future

More information

EMPLOYMENT SECURITY AND REDUNDANCY POLICY

EMPLOYMENT SECURITY AND REDUNDANCY POLICY BD 3/2009/103 EMPLOYMENT SECURITY AND REDUNDANCY POLICY Created: September 2009 Page 1 of 12 Contents 1. Introduction and purpose of the policy page 3 2. Measures to preserve employment security page 3

More information

Workforce Performance Management Policy and Procedure

Workforce 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 information

PAY PROTECTION POLICY

PAY PROTECTION POLICY Commissioning Support Unit PAY PROTECTION POLICY HR Policy: HR23 Date Issued: 1 st December 2013 Date to be Periodically or if statutory changes are reviewed: required. Policy Title: Supersedes: Description

More information

Recruitment and Selection Procedure

Recruitment 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 information

Schools HR Policy & Procedure Handbook

Schools HR Policy & Procedure Handbook Schools HR Policy & Procedure Handbook Policy for Determining School Leaders Pay (Option 2) This policy has been adopted by the governing body of Ludlow Junior School On 7 th September 2015 Review date:

More information

BUCKINGHAMSHIRE COUNTY COUNCIL SCHOOLS GRIEVANCE POLICY AND PROCEDURE

BUCKINGHAMSHIRE COUNTY COUNCIL SCHOOLS GRIEVANCE POLICY AND PROCEDURE BUCKINGHAMSHIRE COUNTY COUNCIL SCHOOLS GRIEVANCE POLICY AND PROCEDURE Version 2 Page 1 of 16 Revised June 2012 BUCKINGHAMSHIRE COUNTY COUNCIL GRIEVANCE POLICY AND PROCEDURE FOR SCHOOLS 1. Introduction

More information

MANAGEMENT OF SICKNESS ABSENCE POLICY AND PROCEDURE

MANAGEMENT OF SICKNESS ABSENCE POLICY AND PROCEDURE 1. INTRODUCTION MANAGEMENT OF SICKNESS ABSENCE POLICY AND PROCEDURE This procedure applies to all school based staff employed by Walsall MBC Education Service. It is important that suitable rules and procedures

More information

Wiltshire Council Human Resources. Improving Work Performance Policy and Procedure

Wiltshire 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 information

Chapter 2: Salaries and Grading

Chapter 2: Salaries and Grading Chapter 2: Salaries and Grading 2.1 How and when you get paid 2.1.1 Unless otherwise stated you will be paid monthly on the 27th of each month. Where the 27th falls on a weekend or a bank holiday you will

More information

CAPABILITY POLICY AND PROCEDURE FOR SCHOOLS (EXCLUDING TEACHERS)

CAPABILITY POLICY AND PROCEDURE FOR SCHOOLS (EXCLUDING TEACHERS) CAPABILITY POLICY AND PROCEDURE FOR SCHOOLS (EXCLUDING TEACHERS) Audience All Associate Staff Date for renewal/updates/review September 2016 Named person responsible for monitoring Head Agreed by Personnel

More information

NEWMAN UNIVERSITY DISCIPLINARY POLICY AND PROCEDURE

NEWMAN 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 information

HR and Payroll Service Appendix A

HR and Payroll Service Appendix A HR and Payroll Service Appendix A Recruitment Administration Vacancy placement: Process requests to place adverts in publications as specified by the school School Responsibilities Promptly furnish Capita

More information

JOSEPH SWAN ACADEMY REDUNDANCY POLICY. Date approved by Governors March 2014. Date of next review Signed by name (..) Signed:...

JOSEPH SWAN ACADEMY REDUNDANCY POLICY. Date approved by Governors March 2014. Date of next review Signed by name (..) Signed:... JOSEPH SWAN ACADEMY REDUNDANCY POLICY Author Head Teacher Date approved by Governors March 2014 Reviewed every 3 years Date of next review Signed by name (..) Signed:... Introduction The Academy is committed

More information

HEADLANDS PRIMARY SCHOOL GRIEVANCE POLICY

HEADLANDS PRIMARY SCHOOL GRIEVANCE POLICY HEADLANDS PRIMARY SCHOOL GRIEVANCE POLICY GRIEVANCE POLICY Persons Responsible: Headteacher, Personnel Governors. Review Date: May 2014 Distribution: Web Page: Governors and staff. www.headlandsprimary.co.uk

More information

MANAGING SICKNESS ABSENCE PROCEDURE

MANAGING SICKNESS ABSENCE PROCEDURE MANAGING SICKNESS ABSENCE PROCEDURE 1 Purpose The purpose of this procedure is to assist with the management of employee sickness absence and to encourage a culture of attendance throughout Gosforth Federated

More information

2.3 It provides for equitable treatment of all staff in accordance with clear procedures.

2.3 It provides for equitable treatment of all staff in accordance with clear procedures. Pay Adjustment Policy 1. General 1.1 During periods of re-organisation of services or pay modernisation there may be situations where rates of pay will change for individual members of staff. The purpose

More information

BISHOP WORDSWORTH S SCHOOL REDUNDANCY PROCEDURE

BISHOP WORDSWORTH S SCHOOL REDUNDANCY PROCEDURE BISHOP WORDSWORTH S SCHOOL REDUNDANCY PROCEDURE INTRODUCTION 1. The Governing Body seeks to ensure, as far as possible, security of employment for employees by forward planning. However, it is recognised

More information

Managing Change HR Policy and Procedures

Managing 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 information

HAY Job Evaluation policy and procedure

HAY Job Evaluation policy and procedure HAY Job Evaluation policy and procedure What is it? Job Evaluation is the means by which jobs are assessed against a number of criteria to ensure that all elements of the role are considered, resulting

More information

Wiltshire Council Human Resources Pay Policy Statement

Wiltshire Council Human Resources Pay Policy Statement Wiltshire Council Human Resources Pay Policy Statement This policy can be made available in other languages and formats such as large print and audio on request. What is it? The pay policy statement sets

More information

REDEPLOYMENT AND REDUNDANCY. Policy and Procedure for Handling Redeployment and Redundancy

REDEPLOYMENT AND REDUNDANCY. Policy and Procedure for Handling Redeployment and Redundancy REDEPLOYMENT AND REDUNDANCY This item sets out the Council s written policy for handling organisational change, which involve staff redundancies. This policy was agreed by the Policy and Resources Committee

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

Title: Sickness Absence Management Policy and Procedure. CONTENT SECTION DESCRIPTION PAGE. 1 Introduction 2. 2 Policy statement 2.

Title: 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 information

Policy and Guidelines on Placement on Salary Scale for Employees Newly Appointed to De Montfort University

Policy and Guidelines on Placement on Salary Scale for Employees Newly Appointed to De Montfort University Human Resources Team Human Resources Directorate Policy and Guidelines on Placement on Salary Scale for Employees Newly Appointed to De Montfort University This policy should be read in conjunction with

More information

CONTENTS. What is long term sickness? Page 2. Keeping in Contact during Absence Page 2. Medical Certificates Page 2

CONTENTS. What is long term sickness? Page 2. Keeping in Contact during Absence Page 2. Medical Certificates Page 2 CONTENTS What is long term sickness? Page 2 Keeping in Contact during Absence Page 2 Medical Certificates Page 2 The Role of the Occupational Health Service Page 2 Access to Health Records Act (1990) Page

More information

SICKNESS ABSENCE MANAGEMENT PROCEDURE. With effect from xxxxxx

SICKNESS ABSENCE MANAGEMENT PROCEDURE. With effect from xxxxxx SICKNESS ABSENCE MANAGEMENT PROCEDURE With effect from xxxxxx Purpose The purpose of this policy is to provide guidelines on how to manage and support staff through absence due to ill health. When is this

More information

CHANGE MANAGEMENT IN THE NTPS

CHANGE MANAGEMENT IN THE NTPS Office of the Commissioner for Public Employment www.ocpe.nt.gov.au CHANGE MANAGEMENT IN THE NTPS Industrial Obligations and Considerations under NTPS Enterprise Agreements A GUIDE FOR MANAGERS Edition

More information

Human Resources People and Organisational Development. Managing Change: Restructuring and Redundancy

Human Resources People and Organisational Development. Managing Change: Restructuring and Redundancy Human Resources People and Organisational Development Managing Change: Restructuring and Redundancy 1 Contents Process Flowchart... 3 1 Introduction and scope... 4 2 Planning for change... 4 3 Approval...

More information

CHANGE MANAGEMENT POLICY AND PROCEDURE

CHANGE MANAGEMENT POLICY AND PROCEDURE CHANGE MANAGEMENT POLICY AND PROCEDURE This Change Management Policy and Procedure contains guidance to managers and staff who are involved in the development and implementation of changes in working arrangements

More information

Staff Sickness and Absence Policy Kelsey Primary School

Staff Sickness and Absence Policy Kelsey Primary School Introduction This document outlines the procedure and policy for the operational management of staff sickness and absence in Kelsey Primary School. Linked Policies This policy should be read in conjunction

More information

THE KEMNAL ACADEMIES TRUST REDUNDANCY POLICY

THE KEMNAL ACADEMIES TRUST REDUNDANCY POLICY 1 st September 2012 THE KEMNAL ACADEMIES TRUST REDUNDANCY POLICY Effective Date 1 st SEPTEMBER 2012 V2_120509 Page 1 of 24 1 st April 2012 Summary of Procedure Procedural Stage Action By 1-3 Establish

More information

TUPE POLICY AND PROCEDURE FOR SCHOOLS / ACADEMIES

TUPE POLICY AND PROCEDURE FOR SCHOOLS / ACADEMIES BRINKWORTH EARL DANBY S CE PRIMARY SCHOOL Serving the communities of Brinkworth and Dauntsey VISION Believe to Achieve! To provide a secure, happy and stimulating learning environment in which EVERYONE

More information

VOIP 2000 - HR Direct Fife Council June 2011 Page 1 of 10 MC70

VOIP 2000 - HR Direct Fife Council June 2011 Page 1 of 10 MC70 Managing Workforce Change: Transfer of Undertakings (TUPE) P r o c e d u r e This procedure should be applied where there is a transfer of work from one employer to another. The procedure covers the following

More information

Managing Staff Sickness/Absence Policy

Managing Staff Sickness/Absence Policy St Peter s Church of England (VC) Primary School Managing Staff Sickness/Absence Policy Introduction The school believes that employee well being at work is fundamental to the delivery of quality services

More information

HR Service Level Agreement 2013 / 14

HR Service Level Agreement 2013 / 14 HR Service Level Agreement 2013 / 14 Why use City of York Council HR Service There are a number of reasons why you should choose to work with the York HR Service: HR understands education and can apply

More information

GLASGOW KELVIN COLLEGE HUMAN RESOURCES COMMITTEE MINUTES

GLASGOW KELVIN COLLEGE HUMAN RESOURCES COMMITTEE MINUTES Item 6av GLASGOW KELVIN COLLEGE HUMAN RESOURCES COMMITTEE MINUTES Minute of the meeting held on Wednesday, at 5.00pm in the Second Floor Boardroom at Springburn Campus. 1. Sederunt Ian Patrick, (Chair);

More information

ATTENDANCE AT WORK PROTOCOL DEALING WITH HEALTH AND SICKNESS ISSUES

ATTENDANCE AT WORK PROTOCOL DEALING WITH HEALTH AND SICKNESS ISSUES ATTENDANCE AT WORK PROTOCOL DEALING WITH HEALTH AND SICKNESS ISSUES INTRODUCTION 1. This Protocol has been developed following consultation with the Trade Unions in recognition of the; (a) Critical contribution

More information

HR & OD POLICIES. TUPE Manager Q&A

HR & OD POLICIES. TUPE Manager Q&A Q. What constitutes a transfer of undertaking under the Transfer of Undertaking (Protection of Employment) Regulations 2006 ()? A. As a general guide, a transfer is said to have taken place when the whole

More information

Recruitment and Selection Guidance for Schools

Recruitment and Selection Guidance for Schools Recruitment and Selection Guidance for Schools (For appendices see printable documents page on web guidance) Recruitment and Selection 1. PURPOSE Recruitment of staff is one of the School s most critical

More information

Improving Attendance Policy and Procedure

Improving Attendance Policy and Procedure Improving Attendance Policy and Procedure For School Based Staff Under the Purview of A Governing Body Revised September 2013 This Policy and Procedure have been approved in line with the Public Sector

More information

RESTRUCTURING PRINCIPLES AND REDUNDANCY GUIDELINES

RESTRUCTURING PRINCIPLES AND REDUNDANCY GUIDELINES RESTRUCTURING PRINCIPLES AND REDUNDANCY GUIDELINES Contents 1 Introduction 2 Key Steps to Restructuring 3 Planning 4 What changes need to take place? 5 What are the implications of the changes on my team?

More information

Managing Unsatisfactory Performance

Managing Unsatisfactory Performance Managing Unsatisfactory Performance of employees of the Department of Education, Training and Employment (except for state school teachers and principals) Table of Contents Implementation 3 What is unsatisfactory

More information

Leeds Beckett University Job Description

Leeds Beckett University Job Description Leeds Beckett University Job Description Ref: HRD292032A Faculty/Service Section Post Designation Corporate Services Human Resources HR Systems Analyst Grade 6 Post to which directly responsible Posts

More information

Redundancy, Redeployment and Reallocation of Duties Code of Practice for Support Staff

Redundancy, Redeployment and Reallocation of Duties Code of Practice for Support Staff Redundancy, Redeployment and Reallocation of Duties Code of Practice for Support Staff This Code of Practice has been agreed with UNISON. 1. Definition of Terms Reallocation of Duties According to Terms

More information

POSTS OF ASSISTANT PRINCIPAL AND SPECIAL DUTIES TEACHERS IN VOLUNTARY SECONDARY SCHOOLS

POSTS OF ASSISTANT PRINCIPAL AND SPECIAL DUTIES TEACHERS IN VOLUNTARY SECONDARY SCHOOLS Circular 05/98 Circular 5/98 To: Authorities of Secondary Schools Revised In-School Management Structures in Secondary School Further to Circular 3 /98, the Minister for Education and Science hereby authorises

More information

Attendance management Policy

Attendance management Policy Attendance management Policy Policy summary West Yorkshire Police supports police officers and police staff, absent from work due to sickness and will treat them with compassion and respect. This policy

More information

PAY POLICY. Contents. Reviewed Spring We want our pupils to:

PAY POLICY. Contents. Reviewed Spring We want our pupils to: Page 1 of 13 We want our pupils to: PAY POLICY Be eager, excited, curious and engaged in learning. Have a sense of self and are happy, confident and emotionally healthy. Be able to co-operate and communicate

More information

FLEXIBLE RETIREMENT POLICY AND PROCEDURE

FLEXIBLE RETIREMENT POLICY AND PROCEDURE Human Resources May 2012 FLEXIBLE RETIREMENT POLICY AND PROCEDURE 1 of 10 1. Purpose and Scope This policy relates to all categories of University staff who are eligible members of one of the University

More information

Policy and Procedure. Managing Attendance. Policy and Procedure

Policy and Procedure. Managing Attendance. Policy and Procedure Managing Attendance Policy and Procedure Agreed at CNG on 25 th April 2007 Managing Attendance Policy and Procedure Table of contents: TABLE OF CONTENTS Section 1 The Policy 3 Aim of the Process 3 Key

More information

Managing Redundancy. Section 2: Model Letters and Documents. Implementing the HR Codes of Practice

Managing Redundancy. Section 2: Model Letters and Documents. Implementing the HR Codes of Practice Implementing the HR Codes of Practice Section 2: Model Letters and Documents Model Letter 1: Start of consultation - selection by interview 41 Model Letter 2: Closure of department, institute or centre

More information

DRAFT VERSION 4. Wiltshire Council Human Resources. Recruitment Policy and Procedure

DRAFT 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 information

DISPUTE RESOLUTION GRIEVANCE PROCEDURE FOR TEACHING & SUPPORT STAFF IN SCHOOLS

DISPUTE RESOLUTION GRIEVANCE PROCEDURE FOR TEACHING & SUPPORT STAFF IN SCHOOLS DISPUTE RESOLUTION GRIEVANCE PROCEDURE FOR TEACHING & SUPPORT STAFF IN SCHOOLS PLEASE NOTE: This document replaces the previous Grievance and Dignity at Work Policies and Procedures. 1. INTRODUCTION It

More information

Disciplinary Procedure. November 2015

Disciplinary Procedure. November 2015 Disciplinary Procedure November 2015 Document title Disciplinary Procedure November 2015 Document author and department Responsible person and department Sue Davies, HR Business Partner, Human Resources

More information

MAYFIELD SCHOOL. Author: Torbay Human Resources [April 2011] Renewed 9 th November 2015

MAYFIELD SCHOOL. Author: Torbay Human Resources [April 2011] Renewed 9 th November 2015 MAYFIELD SCHOOL Policy: TUPE Guidelines for Managers Author: Torbay Human Resources [April 2011] Governors Committee: Leadership Date adopted: 23 rd May 2011 Renewed 9 th November 2015 Next review: Autumn

More information

Managing Attendance and Absence Policy. Document author Assured by Review cycle. 1. Introduction Policy statement Purpose...

Managing Attendance and Absence Policy. Document author Assured by Review cycle. 1. Introduction Policy statement Purpose... Managing Attendance and Absence Policy Board library reference Document author Assured by Review cycle P074 Head of HR Employee Strategy and Engagement Committee 3 years This document is version controlled.

More information

UNIVERSITY OF LEICESTER SICKNESS POLICY

UNIVERSITY OF LEICESTER SICKNESS POLICY UNIVERSITY OF LEICESTER SICKNESS POLICY 1. Introduction The University sickness policy and procedures apply to all members of staff. The procedures are based on good practice and are intended to ensure

More information

Business Plan for Strategic Human Resources - March 2012 to 30 September 2013

Business Plan for Strategic Human Resources - March 2012 to 30 September 2013 Business Plan for Strategic Human Resources - March 2012 to 30 September 2013 1. Introduction 1.1 The Service s key responsibilities are to: 1.2 Context Design & deliver people and organisational development

More information

Human Resources Frequently Asked Questions

Human Resources Frequently Asked Questions Human Resources Frequently Asked Questions These FAQ s have been developed and agreed with union officials and county councillors and are in use currently for the SOR project ongoing in other parts of

More information

Flexible Working (Policy & Procedure)

Flexible Working (Policy & Procedure) Flexible Working (Policy & Procedure) NOT PROTECTIVELY MARKED Publication Scheme Y/N Department of Origin Policy Holder Author Related Information Can be published on Force Website Personnel HR Business

More information

File No. 33. The Bridge Academy. Teachers Pay Policy File No. 33

File No. 33. The Bridge Academy. Teachers Pay Policy File No. 33 File No. 33 The Bridge Academy File No. 33 Teachers Pay Policy 2012-1 THIS POLICY MAYBE/WILL BE AMENDED IN OCTOBER FOLLOWING THE PERFORMANCE PAY CHANGES The revised Pay Policy for 2011/12 includes matters

More information

Flexible Retirement Arrangements

Flexible Retirement Arrangements Flexible Retirement Arrangements 1 Contents Page 1. Introduction 3 2. Flexible retirement 3 - Pension benefits 3 - Applying for flexible retirement 4 - Appeals 5 3. Monitoring 6 2 1. Introduction 1. The

More information

Ninestiles Academy Trust Mission Statement

Ninestiles Academy Trust Mission Statement Ninestiles Academy Trust Mission Statement Ninestiles Academy Trust will be nationally and internationally acknowledged as a high achieving, innovative and exciting group of schools which recognise and

More information

ORGANISATIONAL CHANGE PROCEDURE

ORGANISATIONAL CHANGE PROCEDURE HUMAN RESOURCES POLICY STATEMENT ORGANISATIONAL CHANGE PROCEDURE Page 1 of 17 1. The Council s Aim 1.1 This is a challenging time for Local Government. Council s and other public sector organisations will

More information

Elm Park Primary School. Managing Staff Sickness Policy

Elm Park Primary School. Managing Staff Sickness Policy Elm Park Primary School Enriching, Learning, Motivating Managing Staff Sickness Policy Written/reviewed by (SGC model policy 2009) Debbie Williams Start Date January 2012 Review Date January 2014 Headteacher

More information

Corporate Health and Safety Policy

Corporate Health and Safety Policy Corporate Health and Safety Policy Publication code: ED-1111-003 Contents Foreword 2 Health and Safety at Work Statement 3 1. Organisation and Responsibilities 5 1.1 The Board 5 1.2 Chief Executive 5 1.3

More information

STAFF SICKNESS MANAGEMENT POLICY MAY

STAFF SICKNESS MANAGEMENT POLICY MAY STAFF SICKNESS MANAGEMENT POLICY MAY 2015 Harington School Rutland office@haringtonschool..com www.haringtonschool.com CONTENTS 1 PURPOSE OF THE POLICY AND PROCEDURE... 3 2 MANAGEMENT RESPONSIBILITIES...

More information

EMPLOYEE STUDY AND TRAINING PROCEDURE

EMPLOYEE STUDY AND TRAINING PROCEDURE UNIVERSITY OF LEICESTER PROCEDURE EMPLOYEE STUDY AND TRAINING PROCEDURE For use in: All Schools/Department/Colleges of the University For use by: All University employees Owner HR Operations Dates of Trade

More information

CITY OF CARDIFF COUNCIL PAY POLICY STATEMENT 2016/17

CITY OF CARDIFF COUNCIL PAY POLICY STATEMENT 2016/17 CITY OF CARDIFF COUNCIL Appendix 1 INTRODUCTION AND PURPOSE PAY POLICY STATEMENT 2016/17 1. The City of Cardiff Council recognises the importance of managing pay fairly and consistently in a way that motivates

More information

Career Development Policy

Career Development Policy 1 Career Development Policy POLICY RECORD DETAILS DATE AGREED: 24th September 2010 VERSION No. POLICY OWNER: ORGANISATION DEVELOPMENT MANAGER JOB TITLE Dept / Directorate HUMAN RESOURCES CONTRIBUTORS:

More information

Attendance Management Guidance

Attendance Management Guidance Attendance Management Guidance As at 15 September 2009-1 - Contents Page 1. Policy statement 3 2. Purpose 3 3. Scope 4 4. Confidentiality 4 5. Preventing sickness absence 5 6. Roles 5 7. Occupational health

More information

HUMAN RESOURCES MEMORANDUM 9 JOB EVALUATION AND GRADING SUPPORT. Scope and Purpose: Human Resources Memoranda

HUMAN RESOURCES MEMORANDUM 9 JOB EVALUATION AND GRADING SUPPORT. Scope and Purpose: Human Resources Memoranda Forestry Commission Human Resources 231 Corstorphine Road Edinburgh EH12 7AT HUMAN RESOURCES MEMORANDUM 9 JOB EVALUATION AND GRADING SUPPORT Scope and Purpose: Human Resources Memoranda 1. This Memorandum

More information

www.portsmouth.gov.uk Part 3D - Officers' Employment Procedure Rules 1

www.portsmouth.gov.uk Part 3D - Officers' Employment Procedure Rules 1 Part 3D - Officers' Employment Procedure Rules 1 These rules determine procedures to be followed in the recruitment of senior officers of the council and in any disciplinary action which may become necessary

More information

Derbyshire Constabulary EQUAL PAY POLICY POLICY REFERENCE 06/108. This policy is suitable for Public Disclosure. Head of Department, Human Resources

Derbyshire Constabulary EQUAL PAY POLICY POLICY REFERENCE 06/108. This policy is suitable for Public Disclosure. Head of Department, Human Resources Derbyshire Constabulary EQUAL PAY POLICY POLICY REFERENCE 06/108 This policy is suitable for Public Disclosure Owner of Doc: Head of Department, Human Resources Date Approved: September 2004 Review Date:

More information

Pay Policy Statement 2014-15

Pay Policy Statement 2014-15 Pay Policy Statement 2014-15 25/02/2014 People & Organisational Development Current Document Status Version 0.2 Approving body Cornwall Council Date Date of formal approval (if applicable) Target date:

More information

Flexible Retirement Policy

Flexible Retirement Policy Flexible Retirement Policy 1. Introduction 1.1 Following the removal of the Default Retirement Age, with effect from 1 October 2011, the University will not assume that employees will retire at any specific

More information

PS 147 Attendance Management Policy

PS 147 Attendance Management Policy PS 147 Attendance Management Policy October 2012 Version 1.0 Statement of legislative compliance This document has been drafted to comply with the general and specific duties in the Equality Act 2010;

More information

ORGANISATIONAL CHANGE POLICY (HRP 11)

ORGANISATIONAL CHANGE POLICY (HRP 11) ORGANISATIONAL CHANGE POLICY (HRP 11) First Issued Issue Version Purpose of Issue/Description of Change Planned Review Date February 2007 2 Planned Review 2011 Named Responsible Officer:- Approved by Date

More information

Improving Attendance Guidance

Improving Attendance Guidance Improving Attendance Guidance For School Based Staff Under the Purview of A Governing Body Revised September 2013 This Policy and Procedure have been approved in line with the Public Sector Equality Duty

More information

Attendance Management Policy Statement

Attendance Management Policy Statement Attendance Management Policy Statement 1 Attendance Management Policy Statement The Principles of this Managing Staff Attendance Policy..is committed to maintaining the health, safety and welfare of its

More information

DISCIPLINE (Ordinance Policy)

DISCIPLINE (Ordinance Policy) UNIVERSITY OF LEICESTER ORDINANCE DISCIPLINE (Ordinance Policy) For use in: For use by: Owner All Divisions/Schools/Departments/Colleges of the University All University employees Staffing Policy Committee

More information

Performance Improvement Procedure

Performance Improvement Procedure Draft Draft Performance Improvement Procedure Page 1 of 10 1.0 Introduction 2.0 General Principles 3.0 Informal Stage 4.0 Formal Stage 4.1 Introduction 4.2 First Stage 4.3 Second Stage 4.4 Final Stage

More information

Redundancy procedures

Redundancy procedures Redundancy procedures Procedure for considering the termination on grounds of redundancy of Permanent contracts Self-financing contracts Open-ended externally-funded contracts (for academic-related staff

More information

Appointment of Business Development Officer (2084) (Temporary until 18 th December 2015) Ballymena Guide for Applicants

Appointment of Business Development Officer (2084) (Temporary until 18 th December 2015) Ballymena Guide for Applicants Appointment of Business Development Officer (2084) (Temporary until 18 th December 2015) Ballymena Guide for Applicants Contents Prior to completing the application form we recommend that applicants familiarise

More information

Sickness Absence Management Policy and Procedure

Sickness Absence Management Policy and Procedure Sickness Absence Management Policy and Procedure February 2014 SICKNESS ABSENCE MANAGEMENT AND POLICY AND PROCEDURE POLICY STATEMENT 1. Purpose and Core Principles 1.1. Leeds Beckett University aims to

More information

Managing Performance Policy

Managing 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 information

LINCOLNSHIRE COUNTY COUNCIL. JEM Number: 2099

LINCOLNSHIRE COUNTY COUNCIL. JEM Number: 2099 LINCOLNSHIRE COUNTY COUNCIL JOB DESCRIPTION DIRECTORATE: Resources Division/Section/Branch: Business Improvement Service/Sub-Division: JOB TITLE: Customer Relationship Management Analyst JEM Number: 2099

More information

CAPABILITY POLICY. Date Impact Assessed: Version No: 1 No of pages: 20. Capability Policy Version 1 Page 1

CAPABILITY POLICY. Date Impact Assessed: Version No: 1 No of pages: 20. Capability Policy Version 1 Page 1 CAPABILITY POLICY Date Impact Assessed: Version No: 1 No of pages: 20 Date of issue: Distribution: Date of next review: Published: Page 1 Page 2 Page 3 CONTENTS 1 Introduction 5 2 Scope 5 3 Policy Statement

More information

INFORMATION NOTES FOR TEACHERS, INCLUDING PRINCIPALS AND VICE PRINCIPALS.

INFORMATION NOTES FOR TEACHERS, INCLUDING PRINCIPALS AND VICE PRINCIPALS. TNC 2009/4 Appendix B JOB SHARE SCHEME FOR TEACHERS INFORMATION NOTES FOR TEACHERS, INCLUDING PRINCIPALS AND VICE PRINCIPALS. These should be read in conjunction with the Job Share Scheme and Appendix

More information

Managing Employee Attendance in Schools

Managing Employee Attendance in Schools Managing Employee Attendance in Schools SICKNESS ABSENCE POLICY AND PROCEDURE Author: Human Resources Version: Date: March 2011 Effective from File Reference: Contents Sickness Absence Policy 1. Policy

More information