Guidelines on the Development of Human Resources Policies

Size: px
Start display at page:

Download "Guidelines on the Development of Human Resources Policies"

Transcription

1 Guidelines on the Development of Human Resources Policies 1. Introduction 1.1 The aim of these guidelines is to assist in clarifying the process involved in developing and reviewing Human Resources policies and to clearly outline the roles and responsibilities of those involved in the process. The review and development of policies will be led by the Human Resources Division coordinated by the Organisational Development Section in partnership with the Head of the relevant work area in line with the five stages outlined below. 2. Design and Development Stage 1 - Identification 2.1 Throughout the year the Human Resources Division will provide the Human Resources Committee with updates on progress in relation to policy development and design. 2.2 Heads of School, Directors, Trade Unions and Staff Networks will be provided with a copy for information and a proposed timetable of activities (Appendix 1). 2.3 Policy Review/Development requests of the University from the Trades Unions will be raised through the appropriate agreed consultation mechanisms. Stage 2 - Scoping 2.4 The Human Resources Management team will begin the scoping process by agreeing the tone, context and direction of the policy ensuring that the policy is compliant with the Human Resources strategy and the overall direction of the division. The Management team will identify an individual who will lead in the development, the Equality and Diversity impact assessment and the drafting of the policy. The Management team will also identify who should be involved in the scoping process. 2.5 For completely new policies this stage will be used to identify the concerns and opportunities presented by a new policy within the area. For existing policies the development process will begin with a review of the effectiveness of the existing policy. (To ascertain all aspects of the existing policy and obtain ideas on how the policy may be improved in the future.) 2.6 The lead person will facilitate focus groups, which will be held with Human Resources staff that advise and administer the policy, Heads of (Version 1) 15 June

2 School/School Managers who are responsible for managing the policy within Schools and Directorates, Trade Unions who have used/will use the policy. These focus groups may be supplemented by representatives from other Administrative Directorates as required and may be facilitated by the use of information technology. The scoping period will normally take up to 4 weeks. Stage 3 - Drafting 2.7 Feedback from the focus groups will be considered by the Human Resources Management Team who will agree the framework for the policy and an initial draft developed. 2.8 At this stage, representatives from each of the focus groups will form a working group to review the draft policy. This will be facilitated through a series of meetings or where possible through policy development activities which will be led by the Human Resources Division. Whilst the policy is in development all discussions/documentation will be considered confidential. 2.9 The reviewed draft policy and a draft implementation plan will be presented to the Human Resources Management team to ensure that the implementation of the policy can be appropriately resourced and administered by the division. This drafting period will normally take up to 4 weeks. Stage 4 - Consultation 2.10 Once the draft policy has been finalised, it will be sent to University board; Heads of School/Directors; the Trade Unions for consultation with their members and where appropriate, Regional Officers; and placed on the University Web for wider consultation. Staff Networks and other appropriate staff groups, will also be consulted in line with the University s statutory obligations[1], will be informed of the consultation period and also invited to provide comment. All feedback will be collated and considered and the policy will be amended if appropriate. The consultation period will normally take a maximum of 6 weeks. Stage 5 - Approval 2.11 Formal endorsement of University Board may be necessary on certain policies. It is the normal expectation of the University that all final draft policies will be presented to the Human Resources Committee for formal approval and will be accompanied by a summary of comments from the consultation period. 3. Implementation 3.1 A policy implementation plan will have been developed and approved by Human Resource Management team in stage 3. As appropriate the Human Resources Division will work with the Welsh Language Services to ensure the Welsh translation of all relevant documentation in line with the University s Welsh Language Scheme. (Version 1) 15 June

3 3.2 Following approval by the University the new policy will be distributed to all Heads of School/Directorate and Trade Unions for their information, the policy will be placed on the website and a notice placed on the University notice board advising staff of the new policy and other identified communication methods appropriate to the Policy. 3.3 A series of briefing workshops will be implemented to communicate the policy. The Human Resources Division will work with Schools/Directorates to identify any development needs in relation to the new policy and will develop an appropriate development programme for staff involved. 4. Monitoring 4.1 Monitoring processes, including Equality and Diversity Impact assessments, for policies will be developed and implemented where appropriate; this will depend on the specific need of the policy. 4.2 These guidelines will be renewed and evaluated annually to ensure their effectiveness. (Version 1) 15 June

4 (Version 1) 15 June

5 (Version 1) 15 June

6 Appendix 1 Policy Review Outline Schedule Action/Task Start Date Completion Date 2.2 Scoping Review current policies and associated documentation including guidance, frequently asked questions, standard letters and flowcharts Review current legislation to ensure legislative compliance Identify any future legislation which is likely to impact on policy provision Review current management information in relation to the policy and its accessibility Review policies against key competitors within the local market and the Higher Education sector Person/Group Responsible Review Information Technology to support the policy and any streamlining which may be appropriate Identify and quantify any resource implications Develop a paper on the relevant key issues, to be presented to the Human Resources Management Team Lead Person established and possible focus group participants identified Focus Groups held with: Trades Unions, Heads of School/School Managers, Staff[2] Review Management Information available 2.3 Drafting Feedback from the Focus Groups collated and presented to the Human Resources Management Team Draft policies developed A Working Group established to review the feedback and draft policies Implementation plan developed Final Draft presented to the Human Resources Management Team for approval 2.4 Consultation Draft policy sent to University Board (Version 1) 15 June

7 Draft and issue Heads of School Circular Draft and issue a notice for the Notice board and place on the web Draft sent to the Trade Unions Draft sent to Staff Networks and other appropriate staff groups Feedback collated and policies amended where appropriate Final polices presented to the Human Resources Management Team for approval 2.5 Approval Human Resources Committee 3. Implementation Send Final Copy to all Trade Unions Ongoing information and inclusion into existing materials and processes : Look at any amendments required to other processes Translate all documentation into Welsh Include in all School / Directorate induction packs Draft and issue notice board entry [1] In relation to specific proactive duties i.e. the disability equality duties, Disability Discrimination Act 1995 ( amended October 2006),the Race Relations Amendment Act (2000), the gender equality duties, Sex Discrimination Act ( amendment on gender 2007) and the Information and Consultation of Employee Regulations These sessions may be held individually/collectively and may be facilitated by oneto-one interview and correspondence, as appropriate. (Version 1) 15 June

Exit Questionnaire and Exit Interview Procedure

Exit Questionnaire and Exit Interview Procedure Exit Questionnaire and Exit Interview Procedure Procedure Reference Number: 2009.51 Approved: Name Date Author: Susan Poole 12/02/13 HR Advisor, Policy and Development Produced: 12/02/13 Review due: 3

More information

Equality, Diversity and Non-Discrimination Strategy

Equality, Diversity and Non-Discrimination Strategy Equality, Diversity and Non-Discrimination Strategy Human Resources Message This Equality, Diversity and Non-Discrimination Strategy reflects our continuing commitment to equality, diversity and non-discrimination

More information

University of London Change Management Procedure. 1. Introduction

University of London Change Management Procedure. 1. Introduction University of London Change Management Procedure 1. Introduction 1.1 The Central Academic Bodies and central activities of the University of London (the "central University ) recognises that change is

More information

EAST SURREY COLLEGE EQUALITY SCHEME

EAST SURREY COLLEGE EQUALITY SCHEME EAST SURREY COLLEGE EQUALITY SCHEME EQUALITY OUR COMMITMENT East Surrey College is committed to ensuring the fair treatment of all its staff, established and sessional, support and care workers, volunteers,

More information

JOB DESCRIPTION. Grade: 6. Head of Careers, Advice and Guidance. Hours per week: 21.6. Main Purpose of the Role

JOB DESCRIPTION. Grade: 6. Head of Careers, Advice and Guidance. Hours per week: 21.6. Main Purpose of the Role JOB DESCRIPTION Job Title: Careers Advisor Grade: 6 Responsible to: Head of Careers, Advice and Guidance Hours per week: 21.6 Main Purpose of the Role Provide careers education and guidance to customers.

More information

Strategic Equality Plan Date

Strategic Equality Plan Date Strategic Equality Plan 2015-2019 Date Contents Welcome......3 Introduction.4 About Natural Resources Wales...5 Legal Context.6 Our Duties as an Employer. 7 Our Duties as a Provider of a Public Service

More information

Recruitment and Selection Policy. Liverpool Community Health NHS Trust. Recruitment & Selection Policy

Recruitment and Selection Policy. Liverpool Community Health NHS Trust. Recruitment & Selection Policy Liverpool Community Health NHS Trust Recruitment & Selection Policy Version Number: Ratified by: V1 HR & OD Committee Date of Approval: November 2010 Name of originator/author: Approving Body / Committee:

More information

Equality, Diversity and Inclusion (EDI) Overview

Equality, Diversity and Inclusion (EDI) Overview Equality, Diversity and Inclusion (EDI) Overview Our Commitment Leeds College of Music values the rich social and cultural diversity in which it operates and is committed to: promoting equality promoting

More information

NOT PROTECTIVELY MARKED. Setting up an Information Sharing Agreement

NOT PROTECTIVELY MARKED. Setting up an Information Sharing Agreement PD 056 Type of Document: Setting up an Information Sharing Agreement PROCEDURE Version: 1.3 Registered Owner: Author: Director of Information Force Information Effective Date: 12 th June 2008 Review Date:

More information

Recruitment and Selection Policy

Recruitment and Selection Policy Recruitment and Selection Policy Recruitment and Selection Policy 1. Purpose The purpose of this recruitment and selection policy is to ensure: a professional and consistent approach to recruitment and

More information

Strategic Equality Plan

Strategic Equality Plan Strategic Equality Plan 2012-2016 This Strategic Equality Plan is available in a variety of alternative or accessible formats. If you would like a copy of this document in an alternative format, please

More information

APPENDIX A EQUALITY AND DIVERSITY MANAGEMENT POLICY. Page 1 of 11

APPENDIX A EQUALITY AND DIVERSITY MANAGEMENT POLICY. Page 1 of 11 APPENDIX A EQUALITY AND DIVERSITY MANAGEMENT POLICY Page 1 of 11 Revision Date November 2014 Author Glen White, Corporate Services Officer Policy Owner Reason for Revision Training and Awareness Methods

More information

Factsheet 2: How organisations representing public interests can get involved becoming a stakeholder

Factsheet 2: How organisations representing public interests can get involved becoming a stakeholder Contributing to public health guidance a guide for the public Factsheet 2: How organisations representing public interests can get involved becoming a stakeholder This factsheet is one of a series that

More information

Responsible to: Posts in the function Location: Liverpool with travel across all locations

Responsible to: Posts in the function Location: Liverpool with travel across all locations Job details Job title: Organisational (Learning) Development Advisor Responsible to: HR Business Partner (OD) Responsible for: Posts in the function Location: Liverpool with travel across all locations

More information

JOB DESCRIPTION. Rutland Adult Learning, Team 5 - Lifelong Learning. NJC for Local Authority Services Fixed Term (1 year),

JOB DESCRIPTION. Rutland Adult Learning, Team 5 - Lifelong Learning. NJC for Local Authority Services Fixed Term (1 year), RUTLAND COUNTY COUNCIL JOB DESCRIPTION Post Title and Number: Department: Section: Conditions of Service: Responsible to: Responsible for: Business Administration Apprentice Services to People Rutland

More information

Procedure No. 1.41 Portland College Single Equality Scheme

Procedure No. 1.41 Portland College Single Equality Scheme Introduction Portland College recognises the requirements under current legislation to have due regard to the general equality duty. 1.0 Context 1.1 Portland College supports equality of opportunity, promotion

More information

XXXX. Training & Development Policy

XXXX. Training & Development Policy Disclaimer: I understand that if I want a policy that reflects the latest legislation and is appropriate to my organisation, I will seek specialist legal advice. Policies, job descriptions and person specifications

More information

Equality and Human Rights Impact Assessment (EqHRIA) Standard Operating Procedure

Equality and Human Rights Impact Assessment (EqHRIA) Standard Operating Procedure Equality and Human Rights Impact Assessment (EqHRIA) Standard Operating Procedure Notice: This document has been made available through the Police Service of Scotland Freedom of Information Publication

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

Council meeting, 31 March 2011. Equality Act 2010. Executive summary and recommendations

Council meeting, 31 March 2011. Equality Act 2010. Executive summary and recommendations Council meeting, 31 March 2011 Equality Act 2010 Executive summary and recommendations Introduction 1. The Equality Act 2010 (the 2010 Act) will consolidate into a single Act a range of existing equalities-based

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

Law Society of Scotland. Invitation to tender. Anti-money Laundering Compliance Framework. Responses required by 5pm, 12 January 2015

Law Society of Scotland. Invitation to tender. Anti-money Laundering Compliance Framework. Responses required by 5pm, 12 January 2015 J Law Society of Scotland Invitation to tender Anti-money Laundering Compliance Framework Responses required by 5pm, 12 January 2015 Page 1 28/11/2014 Commercial in Confidence The information contained

More information

HUMAN RESOURCES STRATEGY

HUMAN RESOURCES STRATEGY HUMAN RESOURCES STRATEGY Last Updated: February 2014 Human Resources Committee: February 2014 Corporation Approval: April 2014 Review Date: April 2017 HUMAN RESOURCES STRATEGY 1. Introduction 1.1. The

More information

Diversity and Inclusion Policy Volunteers

Diversity and Inclusion Policy Volunteers Diversity and Inclusion Policy Volunteers Who does this policy apply to? All staff, volunteers and secondees involved in recruitment and management of volunteers Separate policy relating to young people:

More information

Equality & Diversity Policy Statement and Code of Practice

Equality & Diversity Policy Statement and Code of Practice Equality & Diversity Policy Statement and Code of Practice St Mary s University is a Catholic Foundation with a mission to prepare students for flourishing lives, successful careers and social commitment

More information

RECRUITMENT AND SELECTION CHARTER

RECRUITMENT AND SELECTION CHARTER RECRUITMENT AND SELECTION CHARTER Effective from: 17 January 2012 Review date: March 2014 Version/Reference: Document owner: Version 2 (HR12/03) Human Resources Section RECRUITMENT AND SELECTION CHARTER

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

Scope: All employees. The principles apply to all workers, secondees, contractors, job applicants, customers and clients.

Scope: All employees. The principles apply to all workers, secondees, contractors, job applicants, customers and clients. Title: Equality and Diversity Policy Type: Policy Version: 2.1 Directorate : Workforce Aim: To develop and promote a culture where all individuals receive fair and equal treatment in all aspects of employment

More information

Leadership - Managing Performance HOW TO GUIDE. for Academic & Support Staff with Leadership / Management Roles

Leadership - Managing Performance HOW TO GUIDE. for Academic & Support Staff with Leadership / Management Roles Leadership - Managing Performance HOW TO GUIDE for Academic & Support Staff with Leadership / Management Roles Introduction The purpose of the How To Guide 2 Why managing performance is important for those

More information

Derbyshire Constabulary EXIT INTERVIEW POLICY POLICY REFERENCE 06/112. This policy is suitable for Public Disclosure

Derbyshire Constabulary EXIT INTERVIEW POLICY POLICY REFERENCE 06/112. This policy is suitable for Public Disclosure Derbyshire Constabulary EXIT INTERVIEW POLICY POLICY REFERENCE 06/112 This policy is suitable for Public Disclosure Owner of Doc: Head of Department, Human Resources Date Approved: May 2006 Review Date:

More information

promoting equal opportunity, eliminating unlawful racial discrimination promoting good relations between different racial groups.

promoting equal opportunity, eliminating unlawful racial discrimination promoting good relations between different racial groups. The Statutory Duties Appendix 1 The Race, Disability and Gender Equality duties require public bodies to have due regard to the need to eliminate discrimination and to promote equality in employment and

More information

Informal enquiries may be made to Karen Broadbelt, tel +44 (0)113 343 4333, email k.broadbelt@lubs.leeds.ac.uk (Tuesday to Friday)

Informal enquiries may be made to Karen Broadbelt, tel +44 (0)113 343 4333, email k.broadbelt@lubs.leeds.ac.uk (Tuesday to Friday) Leeds University Business School Faculty HR Administrator (Maternity cover) We are looking to recruit a pro-active HR Administrator to join the Faculty HR Team. Providing support and guidance to managers

More information

Equality, Diversity & Inclusion Policy

Equality, Diversity & Inclusion Policy Equality, Diversity & Inclusion Policy Approved Approved by Governance Board: 25/11/2015 Posted on Virtual Learning Environment: Posted on the website/online booking (if applicable): January 2016 To be

More information

FACT FILE 03/12 LINK GOVERNORS

FACT FILE 03/12 LINK GOVERNORS FACT FILE 03/12 LINK GOVERNORS What are link governors? One of the key roles and responsibilities for the governing body is to monitor the progress and performance of the school. Many governors hold positions

More information

Making the Public Sector Equality Duty an integral part of the way the Aberdeen Health and Social Care Partnership (HSCP) functions, April

Making the Public Sector Equality Duty an integral part of the way the Aberdeen Health and Social Care Partnership (HSCP) functions, April Making the Public Sector Equality Duty an integral part of the way the Aberdeen Health and Social Care Partnership (HSCP) functions, April 2016 - March 2018 April 2016 1 Contents Page 1. Why produce this

More information

From Exclusion to Inclusion. A Report of the Disability Rights Task Force on Civil Rights for Disabled People. Executive Summary.

From Exclusion to Inclusion. A Report of the Disability Rights Task Force on Civil Rights for Disabled People. Executive Summary. From Exclusion to Inclusion A Report of the Disability Rights Task Force on Civil Rights for Disabled People Executive Summary December 1999 Executive Summary Introduction 1. Disabled people are one of

More information

Equality and Diversity Policy. Deputy Director of HR Version Number: V.2.00 Date: 27/01/11

Equality 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 information

Code of Practice for Ministerial Appointments to Public Bodies

Code of Practice for Ministerial Appointments to Public Bodies This Code of Practice is published by the Commissioner for Public Appointments in fulfilment of his duties as set out in the Order in Council for Public Appointments 2002 (as amended). This Code is effective

More information

1.3 This policy supports the NHSBSA s values and behaviours, particularly respect for our staff and customers.

1.3 This policy supports the NHSBSA s values and behaviours, particularly respect for our staff and customers. HR policy Equality and Diversity 1. Policy statement 1.1 The NHS Business Services Authority (NHSBSA) values the diverse nature of its customers and workforce, and is committed to equality of opportunity

More information

Ratified by: Fully ratified via committee 2008

Ratified by: Fully ratified via committee 2008 Reference: Author & Title: Responsible Director: Performance Review and Development Policy Andy Catterall HR Director HRD Review Date: March 2015 Ratified by: Fully ratified via committee 2008 Date Ratified:

More information

Performance Management Policy

Performance Management Policy Performance Management Policy Date approved by the Governing Body: Signature of Chair to the Governing Body: Signature of Studio School Principal: Date of Review: 1 Contents 1. Introduction 3 2. Aims of

More information

BRENTWOOD BOROUGH COUNCIL S DIVERSITY IMPACT ASSESSMENT TOOLKIT

BRENTWOOD BOROUGH COUNCIL S DIVERSITY IMPACT ASSESSMENT TOOLKIT BRENTWOOD BOROUGH COUNCIL S DIVERSITY IMPACT ASSESSMENT TOOLKIT If you have any questions about this guidance and template document, or the implementation of Diversity Impact Assessments please contact

More information

Promoting Equality and Diversity in Volunteering

Promoting Equality and Diversity in Volunteering Promoting Equality and Diversity in Volunteering A Guide for Volunteer Involving Organisations Content. Page What do we mean by equality of opportunity and diversity? 3 Why is promoting equality and diversity

More information

May STEPHENSON COLLEGE EQUALITY and DIVERSITY POLICY For review in 2019

May STEPHENSON COLLEGE EQUALITY and DIVERSITY POLICY For review in 2019 STEPHENSON COLLEGE EQUALITY and DIVERSITY POLICY For review in 2019 1 Contents: 1. Purpose 2. Scope 3. Policy Statement and Commitment 4. The Legislative Framework 5. Definitions 6. Responsibilities 7.

More information

UXBRIDGE COLLEGE EQUALITY AND DIVERSITY POLICY. Person responsible: Director of Learning and Support Services Director of Human Resources

UXBRIDGE COLLEGE EQUALITY AND DIVERSITY POLICY. Person responsible: Director of Learning and Support Services Director of Human Resources UXBRIDGE COLLEGE EQUALITY AND DIVERSITY POLICY Subject: Equality and Diversity Origination Date: September 2002 Last approved: November 2015 Effective date: November 2015 Person responsible: Director of

More information

GROUP EQUALITY & DIVERSITY FRAMEWORK

GROUP EQUALITY & DIVERSITY FRAMEWORK 1. INTRODUCTION 1.1 In this document we have outlined the framework within which Orbit aims to deliver its vision for Equality and Diversity (E&D) for 2010 2013 which runs along side the delivery of the

More information

The offer of work experience opportunities for young people within Central Bedfordshire Council

The offer of work experience opportunities for young people within Central Bedfordshire Council The offer of work experience opportunities for young people within Central Bedfordshire Council PURPOSE 1. The report provides an update on progress following the request from the Central Bedfordshire

More information

Equality impact assessment toolkit

Equality impact assessment toolkit Equality assessment toolkit Guidance and forms January 2012 Translations and other formats For information on obtaining this publication in another language or in a largeprint or Braille version please

More information

Vacancy for a post of Field Officer (Temporary Agent, AD 6) in the European Asylum Support Office (EASO) REF.: EASO/2016/TA/015

Vacancy for a post of Field Officer (Temporary Agent, AD 6) in the European Asylum Support Office (EASO) REF.: EASO/2016/TA/015 Vacancy for a post of Field Officer (Temporary Agent, AD 6) in the European Asylum Support Office (EASO) REF.: EASO/2016/TA/015 Publication Title of function External Field Officer 1. WE ARE The European

More information

Equality & Diversity Strategy

Equality & Diversity Strategy Equality & Diversity Strategy April 2014 - March 2017 1 Contents Foreword 1. Introduction. 2. Organisational context. 3. Communities we serve. 4. The Equality Delivery System. 5. Our Equality Objectives.

More information

CEREDIGION 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 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 information

Equality Act Equality adherence briefing, January 2016

Equality Act Equality adherence briefing, January 2016 Equality Act 2010 Equality adherence briefing, January 2016 Purpose: To provide an update on how Warrington and Halton Hospitals NHS Foundation Trust (WHH) is meeting its statutory obligations under the

More information

REPORT 4 FOR DECISION. This report will be considered in public

REPORT 4 FOR DECISION. This report will be considered in public REPORT 4 Subject: Safety Readiness for the Summer 2013 Events Programme Agenda item: Public Item 7 Report No: 4 Meeting date: 28 May 2013 Report to: Board Report of: Mark Camley, Interim Executive Director

More information

SINGLE EQUALITY POLICY

SINGLE EQUALITY POLICY SINGLE EQUALITY POLICY BUILDING FUTURES CHANGING LIVES We are committed to Equality and Diversity and to selection on merit. We welcome applications from all sections of society. Legislative Framework

More information

Contents. 1. Doing Business with Gwynedd Council. 1. 2. Council Structure and Contacts 2

Contents. 1. Doing Business with Gwynedd Council. 1. 2. Council Structure and Contacts 2 Contents Page 1. Doing Business with Gwynedd Council. 1 2. Council Structure and Contacts 2 3. How to find out about the opportunities offered by Gwynedd Council 3 4. Types of Procurement 3 5. Tendering

More information

The Risk Management strategy sets out the framework that the Council has established.

The Risk Management strategy sets out the framework that the Council has established. Derbyshire County Council Management Policy Statement The Authority adopts a proactive approach to Management to achieve Best Value and continuous improvement and is committed to the effective management

More information

Equality & Diversity (Policy & Guidance)

Equality & Diversity (Policy & Guidance) Equality & Diversity (Policy & Guidance) Publication Scheme Y/N Can be published on Force Website Department of Origin Human Resources (HR) Policy Holder Head of Community Engagement Unit (CEU) Author

More information

Open Report on behalf of Glen Garrod, Director of Adult Care. Date: 03 February 2015 Subject: All-Age Autism Strategy for Lincolnshire

Open Report on behalf of Glen Garrod, Director of Adult Care. Date: 03 February 2015 Subject: All-Age Autism Strategy for Lincolnshire Agenda Item 7 Executive Report to: Open Report on behalf of Glen Garrod, Director of Adult Care Executive Date: 03 February 2015 Subject: All-Age Autism Strategy for Lincolnshire 2015-2018 Decision Reference:

More information

Assets Growth and Regeneration Committee 8 September 2014

Assets Growth and Regeneration Committee 8 September 2014 Assets Growth and Regeneration Committee 8 September 2014 Title Former Church Farm Museum Report Report of Deputy Chief Operating Officer Wards Hendon Date added to Forward Plan 16 June 2014 Status Public

More information

Interpreting and Translation Policy

Interpreting and Translation Policy Interpreting and Translation Policy Exec Director lead Author/ lead Feedback on implementation to Karen Tomlinson Liz Johnson Tina Ball Date of draft February 2009 Consultation period February April 2009

More information

JOB DESCRIPTION. Support Scale 5-6

JOB DESCRIPTION. Support Scale 5-6 JOB DESCRIPTION Job Title: Responsible to: Hours per week: Grade: Learning Support Facilitator ALS Team Leader Term-time only: 38 weeks / part time (0.5182) Support Scale 5-6 Main Purpose of the Role 1.

More information

STRESS MANAGEMENT AND WORKING TIME HR28

STRESS MANAGEMENT AND WORKING TIME HR28 STRESS MANAGEMENT AND WORKING TIME HR28 Applies to: ALL EMPLOYEES AND OTHER WORKERS Date of Board Approval: March 2011 Review Date: March 2014 Stress Management and Working Time Introduction 1 The Authority

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

Re: Accessible Transport Strategy Draft Action Plan 2012 2015

Re: Accessible Transport Strategy Draft Action Plan 2012 2015 Mobility Inclusion Unit Strategic Policy and Co-ordination Division Department for Regional Development Room 301, Clarence Court 10-18 Adelaide Street BELFAST BT28GB 5 April 2012 TO WHOM IT MAY CONCERN

More information

Working in partnership for a safer Glasgow. Recruitment and Selection Charter

Working in partnership for a safer Glasgow. Recruitment and Selection Charter Working in partnership for a safer Glasgow Recruitment and Selection Charter Version 5 Effective 12 October 2015 CONTENTS 1. INTRODUCTION 2 2. ADVERTISING PROCESS 2 3. DOUBLE TICK POSITIVE ABOUT DISABILITY

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

The City of Cardiff Council s Strategic Equality Plan

The City of Cardiff Council s Strategic Equality Plan 1 The City of Cardiff Council s Strategic Equality Plan 2016 20 Equality making the difference for Cardiff. YOU CAN ASK FOR THIS DOCUMENT IN A DIFFERENT FORMAT CONTENTS Foreword 3 Why have we produced

More information

Admissions Policy. 1 Introduction

Admissions Policy. 1 Introduction Admissions Policy 1 Introduction 1.1 The School is committed to delivering excellence in the quality of both its research and teaching at all levels and maintaining its high standards. It is firmly committed

More information

ANGUS COUNCIL SINGLE EQUALITY SCHEME

ANGUS COUNCIL SINGLE EQUALITY SCHEME ANGUS COUNCIL SINGLE EQUALITY SCHEME 1 INTRODUCTION This, the council s first Single Equality Scheme, sets out our commitment to promoting equality and marks a new phase in our approach to equalities.

More information

North Ayrshire Council Housing Services. Equality & Diversity Policy. March 09

North Ayrshire Council Housing Services. Equality & Diversity Policy. March 09 North Ayrshire Council Housing Services Equality & Diversity Policy March 09 1 *Users of hard copies of this document are responsible for ensuring their copy is up to date* Document Information Issue Date

More information

Annual Governance Statement

Annual Governance Statement Annual Governance Statement 2014/15 1 Fareham Borough Council Civic Offices, Civic Way, Fareham PO16 7AZ Scope of Responsibility Fareham Borough Council is responsible for ensuring that its business is

More information

Equal pay, gender pay gap and occupational segregation. 1. Statement on equal pay

Equal pay, gender pay gap and occupational segregation. 1. Statement on equal pay Equal pay, gender pay gap and occupational segregation 1. Statement on equal pay 1.1 Glasgow Caledonian University is committed to the principle of equal pay as part of our wider commitment to equality

More information

TRUST BOARD TB(16) 85. Medical Appraisal and Revalidation: Annual Board Report 2015/16

TRUST BOARD TB(16) 85. Medical Appraisal and Revalidation: Annual Board Report 2015/16 TRUST BOARD TB(16) 85 Title: Action: Medical Appraisal and Revalidation: Annual Board Report 2015/16 FOR DECISION Meeting: 14 September 2016 Purpose: Medical Revalidation was launched by the General Medical

More information

2 nd edition June 2012 EQUITY POLICY

2 nd edition June 2012 EQUITY POLICY 2 nd edition June 2012 EQUITY POLICY Introduction 1. EUSU believes that equity is a broader concept than equality. It is not just about equal numbers, but is concerned more with fairness, justice, inclusion

More information

2. Achievement at the appropriate level is demonstrated as follows - Level 1 commitment to a comprehensive Equality Policy (Equality Plan)

2. Achievement at the appropriate level is demonstrated as follows - Level 1 commitment to a comprehensive Equality Policy (Equality Plan) MEETING Human Resources, Equalities and Health and Safety Panel AGENDA ITEM 6 MEETING DATE 30 June 2005 DOCUMENT NUMBER HRE 184 SUBJECT REPORT Equality Standard for Local Government 2004-5 progress (21.06.05)

More information

HE STEM Staff Culture Survey Guidance

HE STEM Staff Culture Survey Guidance HE STEM Staff Culture Survey Guidance 1 1. Introduction The steps that lead to gender equality within organisations are also those that promote good employment practice and an inclusive environment for

More information

Equality and Diversity Policy December 2013

Equality and Diversity Policy December 2013 Equality and Diversity Policy December 2013 Approving authority: e.g Secretary's Group Consultation via: e.g. EDGA Approval date: December 2013 Effective date: December 2013 Review period: e.g. 3 years

More information

Procedure for Review of Administrative/Service Areas

Procedure for Review of Administrative/Service Areas Procedure No: QPolAR Revision: 1.0 Sheet: 1 of 15 Date of Issue: July 2015 Procedure for Review of Administrative/Service Areas 1. Context This document outlines the specific elements of the quality review

More information

PARTNERSHIP AGREEMENT

PARTNERSHIP AGREEMENT PARTNERSHIP AGREEMENT Department for Teacher Development The Partnership Agreement is a working document that can be used to guide and inform the contributions of each partner, and help to support coherent

More information

Information Sheet 9: Supervising your Staff

Information Sheet 9: Supervising your Staff Shaw Trust Direct Payments Support Services Information Sheet 9: Supervising your Staff Sheet Outline: Conducting an Appraisal interview Discipline and Grievances Outcome: To increase awareness of the

More information

Accreditation and Recognition of Pharmacy Technician programmes

Accreditation and Recognition of Pharmacy Technician programmes Accreditation and Recognition of Pharmacy Technician programmes Interim manual, September 2010 1 Contents 1. Introduction 3 Criteria for accreditation/recognition Contact 2. Timetable for the accreditation/recognition

More information

Title ADOPTION OF COUNCIL TAX SECTION 13A DISCRETIONARY RELIEF POLICY EXECUTIVE MEMBER FOR RESOURCES

Title ADOPTION OF COUNCIL TAX SECTION 13A DISCRETIONARY RELIEF POLICY EXECUTIVE MEMBER FOR RESOURCES Purpose: For Decision PAPER E Committee EXECUTIVE COMMITTEE Date TUESDAY, 24 MARCH 2015 Title ADOPTION OF COUNCIL TAX SECTION 13A DISCRETIONARY RELIEF POLICY Report to EXECUTIVE MEMBER FOR RESOURCES EXECUTIVE

More information

Equality and Diversity in Service Planning and Performance Management

Equality and Diversity in Service Planning and Performance Management Equality and Diversity in Service Planning and Performance Management Contents Using this guidance p. 1 The purpose of planning for equality and diversity p. 2 The process of service planning p. The service

More information

AESP National Equality Framework for UK Organisations

AESP National Equality Framework for UK Organisations AESP National Equality Framework for UK Organisations The AESP National Equality Framework has been developed to help UK organisations identify and manage the elements and what should be included in their

More information

THE RECOVERY OF CAPITAL GRANT

THE RECOVERY OF CAPITAL GRANT THE RECOVERY OF CAPITAL GRANT A consultation on proposals for a revised determination 2015 January 2015 Contents CONTEXT... 3 KEY PROPOSALS FOR CHANGE... 5 THE DETAIL ON AREAS FOR CONSIDERATION... 6 TIMETABLE...

More information

Equality & Diversity Induction Pack

Equality & Diversity Induction Pack 2013 Equality & Diversity Induction Pack A useful tool for raising awareness about Equality and Diversity This resource provides an induction and refresher package for staff working in a range of capacities

More information

Disciplinary Policy and Procedure

Disciplinary Policy and Procedure Disciplinary Policy and Procedure Policy The success of the University is dependent on its most important resource, its staff. It is therefore vital that all employees are encouraged to work to the best

More information

INFORMATION GOVERNANCE STRATEGY

INFORMATION GOVERNANCE STRATEGY INFORMATION GOVERNANCE STRATEGY Page 1 of 10 Strategy Owner Valerie Penn, Head of Governance Strategy Author Caroline Law, Information Governance Project Manager Directorate Corporate Governance Ratifying

More information

Yes No. Management of Policy Development in the Metropolitan Police Service (MPS) - Standard Operating Procedures (SOPs). Version Version 3 Summary

Yes No. Management of Policy Development in the Metropolitan Police Service (MPS) - Standard Operating Procedures (SOPs). Version Version 3 Summary Freedom of Information Act Publication Scheme Protective Marking Not Protectively Marked Publication Scheme Y/N Title Yes No Management of Policy Development in the Metropolitan Police Service (MPS) -

More information

Manchester Metropolitan University Organisation Development, Training & Diversity Appendix A

Manchester Metropolitan University Organisation Development, Training & Diversity Appendix A 1. The Equality Legislative Framework 1.1 The Single Equality Scheme covers the University s current legal duties under The Race Relations (Amendment ) Act (2000) The Disability Discrimination Act (2005)

More information

Grievance Policy and Procedure

Grievance Policy and Procedure Grievance Policy and Procedure Page 1 Grievance Policy and Procedure Policy ref no: HR012-14 Author (inc job Judith Champion, Senior HR Business Partner title) Date Approved May 2014 Approved by Quality

More information

UNIVERSITY OF CUMBRIA STRESS MANAGEMENT POLICY HUMAN RESOURCES SERVICE

UNIVERSITY OF CUMBRIA STRESS MANAGEMENT POLICY HUMAN RESOURCES SERVICE UNIVERSITY OF CUMBRIA STRESS MANAGEMENT POLICY HUMAN RESOURCES SERVICE NB. This policy is available on the University of Cumbria website and it should be noted that any printed copies are uncontrolled

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

Customer Feedback Report

Customer Feedback Report Customer Feedback Report Registrants and Customers Analysis 2015 FTPIMPROVEMENT@GDC-UK.ORG Table of Contents I. Overview... 2 II. Results Registrants... 4 III. Key findings Registrants... 5 IV. Key themes

More information

Review of the Management of Sickness Absence Conwy County Borough Council

Review of the Management of Sickness Absence Conwy County Borough Council Audit 2004/2005 Date: December 2005 Authors: Ros Adams and George Jones Ref: 1072A2005 Review of the Management of Sickness Absence Conwy County Borough Council Contents Summary Report Introduction 3 Background

More information

Children, Schools and Families Directorate

Children, Schools and Families Directorate 1. JOB TITLE Job Title: Service Support Officer Reports to: Business & Development Manager Service: Grade: Children, Schools and Families Directorate SP8 2. JOB PURPOSE The Service Support Officer (SSO)

More information

People Strategy 2013/17

People Strategy 2013/17 D a t a L a b e l : P U B L I C West Lothian Council People Strategy 2013/17 Contents 1 Overview 2 2 Council Priorities 8 3 Strategy Outcomes 10 1 Engaging and motivating our employees 13 2 Recognised

More information

Stratford on Avon District Council. The Human Resources Strategy

Stratford on Avon District Council. The Human Resources Strategy Stratford on Avon District Council The Human Resources Strategy Page 1 1 Purpose of The Human Resources (HR) Strategy The purpose of this document is to review the role and effectiveness of human resource

More information

JOB DESCRIPTION. CHIEF ENGINEER (Infrastructure) Grade: BBB (SCP 210-213) Post No.: 051/7200 Reports to: Head of Highways & Design

JOB DESCRIPTION. CHIEF ENGINEER (Infrastructure) Grade: BBB (SCP 210-213) Post No.: 051/7200 Reports to: Head of Highways & Design JOB DESCRIPTION 1. Service: HIGHWAYS & DESIGN Location: Job Title: Barnet House CHIEF ENGINEER (Infrastructure) Grade: BBB (SCP 210-213) Post No.: 051/7200 Reports to: Head of Highways & Design 2. Context

More information

Statement of Community Involvement (SCI) March 2016

Statement of Community Involvement (SCI) March 2016 Statement of Community Involvement (SCI) Contents Section Page No. 1.0 What is a Statement of Community Involvement?... 1 2.0 Who can get involved in the planning process?... 3 3.0 Empowering disadvantaged

More information