Version No: 2 Target audience All Healthwatch Bury staff and members/champions. 1 Original policy Draft
|
|
- Brenda Franklin
- 8 years ago
- Views:
Transcription
1 POLICY Title Annual Performance Appraisal and Personal Development review Purpose and summary of To provide support and supervision for Directors, staff and policy members to undertake their roles and duties Ratified by and when Healthwatch Bury CIC Chair and Board Review date June 2016 Date of Equality Impact May 2014 Assessment Document control Version : 2 Target audience All Healthwatch Bury staff and members/champions Change control Date Author Version Change description/ Reviewer Carol Twist Chair Carol Twist Chair 1 Original policy Draft Document status 2 Approved by members Approved This is an electronic version of the approved version and paper copies are only valid as of the last update. Please refer to the master copy or the document's author if you are in any doubt about the currency of the documents content. 1
2 CONTENTS 1. Introduction Page 3 2. Purpose Page 3 3. Process Page 4 4. Documentation Page 4 5. Duties and responsibilities Page 4 6. Assuring competencies Page 5 7. Related policies Page 5 8. Review Page 5 9. Appendices Page 6 i. Equality Analysis Impact Tool ii. Appraisal documentation 2
3 1. INTRODUCTION Healthwatch Bury is committed in supporting its Directors, staff and members by providing a framework and mechanisms of supervision, personal development, access to appropriate training for their roles and line management supervision. In line with Healthwatch Bury Constitution in the delivery of its day to day business, all Directors, staff and members will: have a clear understanding of their roles and responsibilities and the part they play in their team and in the Company by; Directors having a generic job description with identified individual portfolios, All staff members have a clear job description and person specification, All members that have volunteered to a specific area of interest, have a role description/champion role. 2. PURPOSE The purpose of this document is to ensure that all members have the required level of support and supervision when it is deemed necessary for a particular role they are undertaking. It is to also ensure that all staff members have access to an annual performance appraisal and development review with regular supervision meetings to monitor delivery of objectives by: Promoting performance assessment to improve the capability and capacity of staff; Focus on objective setting to improve individual performance, quality and productivity; Agreeing Personal Development Plans; Embedding the values and behaviours and reinforces professional standards expected by the Company through the appraisal process; Being in accordance of the Constitution. To ensure that the corporate objectives are linked in a meaningful way into the daily delivery of the Directors, staff and members objectives to: Improve service quality and delivery; Deliver new service opportunities; Improve capability and capacity; Fostering innovation. 3
4 3. PROCESS The appraisal process is to provide support and supervision and to demonstrate how the Company values the dedication, skills, education and expertise of all its Director's, Staff and members. This will be delivered as follows: 3.1 The process for members is to: Identify a members interest in a specific area, skill or role; Utilise an existing specific or generic role description; Set objectives against the role description; Identify any training requirements; Agree the type, level and frequency of support/supervision required. This can either be individual or group supervision i.e. Enter & View Champions. 3.2 The process for Directors and staff is that the performance Appraisal and Development review process has four parts: 1. Reviewing the performance of the Director/member of staff based on current agreed objectives and determining their performance level against these objectives. 2. Reviewing development against the present job description and person specification. 3. Setting objectives for the next 12 months. 4. Identifying any development needs of the individual Director/member of staff. To support the above process, it will be agreed between line manager/supervisor and the appraisee the frequency of supervision sessions. 4. DOCUMENTATION All Directors, staff and members engaging in the appraisal process must have an up-todate job description, person specification, and portfolio or role description. Documentation to be used in the annual performance monitoring, personal development plans and regular appraisal supervision sessions are contained within the appendices. 5. DUTIES AND RESPONSIBILITIES The Chair is responsible to ensure that there are clear lines of management/supervision responsibility for Directors, staff and members as follows: The Chair will be line managed by Commissioners/Healthwatch England The Directors will be line managed by the Chair The Chief Officer will be line managed by the Chair. The operational staff will be line managed by the Chief Officer. The Directors and Operational staff will provide support/supervision for members. Directors, staff and members may wish to seek external support, mentoring, coaching or supervision at their own expense. 4
5 5.1 Directors, staff and members have a responsibility to ensure that they prepare for their appraisal and development review and that it takes place. This is achieved by: Agreeing a date for the appraisal meeting; Provide the present job description and person specification against which the objectives are to be set or; prepare a summary of evidence of their performance over the previous 12 months against the agreed set of objectives; Consider their personal development needs that will support them to improve their performance in their role, this includes mandatory and statutory training; Regularly attending supervision and being open to constructive feedback; Undertake any appraisal training for staff to which they are nominated; Being aware of how their individual performance and behaviour affects the performance of the team, Board and Company and being accountable for their own actions. 5.2 The Human Resource support provider will: Provide and Staff/Members Handbook Assist in the development, implementation and review of this policy; Provide expert advice on any issues arising from the implementation of this policy; Advise the Company of any Employment Law issues. 6. ASSURING COMPETENCY FOR TASKS AND TRAINING All staff delivering appraisal management will receive training. 7. RELATED POLICIES Implementation of this policy should be in collaboration of all other Human Resource related policies as applicable. 8. REVIEW This policy will be reviewed in two years, or sooner in light of company, legislative or other changes. 5
6 9. Appendices Appendix 1 : Equality Analysis Impact Tool 1 Does the policy affect one group less or more favourably than another on the basis of: Race Ethnic origins (including gypsies and travellers Nationality Gender Culture Religion or belief Sexual orientation including lesbian, gay and bisexual people Age Disability 2 Is there any evidence that some groups are affected differently? 3 If you have identified potential discrimination, are any exceptions valid, legal and/or justifiable? 4 Is the impact of the policy likely to be negative? Yes/ N/A 5 If so, can the impact be avoided? N/A 6 What alternatives are there to achieving the policy without the impact? 7 Can we reduce the impact by taking different action? N/A N/A Comments If you have identified a potential discriminatory impact of this policy, please refer it to the Chair of the Healthwatch Bury CIC Policy Development Working Group, together with any suggestions as to the action required to avoid/reduce this impact. 6
7 7
8 APPRAISAL DOCUMENTATION PART ONE: Objective setting Taking account of the relevant organisational vision, goals and objectives and the appraisee's likely area of work focus over the next 12 months, personal and work objectives can then be considered. Objectives should be recorded on this appraisal documentation and they should be SMART: Personal information: Specific state what needs to be achieved Measurable could someone else measure that you have achieved it? Aligned is the objective aligned to the needs of the organisation? Realistic does it assist the company in achieving its goals? Time Related make sure it is an achievable date Appraisee's name:... Job position/title... Appraiser's name:... Date:... 8
9 LEAVE ENTITLEMENT TAKEN REMAINING Annual leave Sick leave Compassionate leave Carer's leave Unpaid leave Topic Attendance Time Management Comments Generally an individual should have no more than 5 7 objectives. Objectives Expected outcome/measure of achievement Timescale (by when) Any support/action by manager or others 9
10 PART 2: Personal development plan This should be used to inform discussion on development... It should be updated whenever there has been a change - either when a goal is achieved or modified or where a new need is identified. Fire Annual Statutory & Mandatory Training requirement Date training received Review date First Aid What development needs have I? Explain the need. 1. How will this relate to organisational and/or personal needs? Explain how this may fit in with your personal needs and within those of the organisation How will I address them? Explain how you will take action, and what resources you will need? Date by which I plan to achieve the development goal The date agreed with your appraiser for achieving the development goal Outcome How will your practice change as a result of the development activity? Completed Agreement from your appraiser that the development need has been met 10
11 etc PART 3: Final agreement We agree that the above is an accurate summary of the appraisal discussion and agreed action, and of the agreed personal development plan. Checklist of activities: Activity Yes/no Comments Appraisal completed Job plan objectives have been set/met Demonstration of competencies achieved Developmental needs identified Appraisee:. Appraiser:(Manager/Supervisor).. 11
12 Date: Copies of this document must be signed and sent, in confidence to the Board and Human Resource support. 12
Performance and Development Review and Pay Progression Policy
Performance and Development Review and Pay Progression Policy To receive this document in large print, Braille, audio or a language other than English, please contact the Corporate Diversity Team on 01375
More informationPERFORMANCE APPRAISAL AND DEVELOPMENT AND KSF ANNUAL REVIEW
SECTION: HUMAN RESOURCES POLICY AND PROCEDURE No: 10.16 NATURE AND SCOPE: SUBJECT: POLICY AND PROCEDURE TRUST WIDE PERFORMANCE APPRAISAL AND DEVELOPMENT AND KSF ANNUAL REVIEW This policy explains the Performance
More informationCouncil 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 informationPolicy for the Analysis and Improvement Following Incidents, Complaints and Claims
Policy for the Analysis and Improvement Following Incidents, Complaints and Claims Exec Director lead Author/ lead Feedback on implementation to Deputy Chief Executive Clinical Risk Manager Clinical Risk
More informationSubject Access Request Policy
Trust Policy Subject Access Request Policy Department / Service: Corporate Originator: Company Secretary Accountable Director: Director of Nursing Approved by: Information Governance Steering Group Trust
More informationSolihull Clinical Commissioning Group
Solihull Clinical Commissioning Group Business Continuity Policy Version v1 Ratified by SMT Date ratified 24 February 2014 Name of originator / author CSU Corporate Services Review date Annual Target audience
More informationREPORT OF THE SERVICE DIRECTOR CUSTOM ERS AND HUMAN RESOURCES WORK BASED COACHING IN NOTTINGHAMSHIRE COUNTY COUNCIL
Report to Personnel Committee REPORT OF THE SERVICE DIRECTOR CUSTOM ERS AND HUMAN RESOURCES 20th January 2016 WORK BASED COACHING IN NOTTINGHAMSHIRE COUNTY COUNCIL Agenda Item: 4 Purpose of the Report
More informationAPPRAISAL POLICY 1. BACKGROUND
APPRAISAL POLICY 1. BACKGROUND 1.1 Appraisals are part of performance management. Within the School appraisal is about motivating and developing employees and supporting them in performing their roles
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 informationThe policy applies to all members of staff employed within the Trust who are involved in any aspect of alert dissemination, action, and /or review.
The Newcastle upon Tyne Hospitals NHS Foundation Trust Central Alert System (CAS) Policy and Procedure Version No.: 4.2 Effective From: 26 th May 2015 Expiry Date: 26 th May 2018 Date Ratified: 11 th May
More informationData Subject Access Request Procedure
Data Subject Access Request Procedure Policy ID IG07 Version: 2.0 Ratified by: Executive Committee Name of originator/author: Justin Dix, Governing Body Secretary Name of responsible committee/individual:
More informationThe Newcastle upon Tyne Hospitals NHS Foundation Trust. Claims Management Policy
The Newcastle upon Tyne Hospitals NHS Foundation Trust Claims Management Policy Version.: 6.0 Effective From: 16 July 2015 Expiry Date: 16 July 2017 Date Ratified: 23 June 2015 Ratified By: Clinical Policy
More informationThe Newcastle upon Tyne Hospitals NHS Foundation Trust. Medical Equipment Library Access to Service Procedure
The Newcastle upon Tyne Hospitals NHS Foundation Trust Medical Equipment Library Access to Service Procedure Version No.: 5.1 Effective From: 28 November 2013 Expiry Date: 28 November 2016 Date Ratified:
More informationSafety Alerts Management Policy
Safety Alerts Management Policy Version Number 1.1 Version Date February 2014 Policy Owner Author First approval or date last reviewed Staff/Groups Consulted Director of Nursing and Clinical Governance
More informationEQUALITY AND DIVERSITY POLICY AND PROCEDURE
EQUALITY AND DIVERSITY POLICY AND PROCEDURE TABLE OF CONTENTS PAGE NUMBER : Corporate Statement 2 Forms of Discriminations 2 Harassment and Bullying 3 Policy Objectives 3 Policy Implementation 4 Commitment
More informationRachael Shimmin, Corporate Director of Adults, Wellbeing and Health. Councillor Morris Nicholls, Portfolio Holder for Adult Services
Cabinet 24 July 2012 Local HealthWatch Transition Plan including NHS Complaints Advocacy Service [Key Decision AWH 03/12] Report of Corporate Management Team Rachael Shimmin, Corporate Director of Adults,
More informationHANDBOOK FOR MANAGERS/SUPERVISORS OF PROFESSIONAL/GENERAL STAFF
HANDBOOK FOR MANAGERS/SUPERVISORS OF PROFESSIONAL/GENERAL STAFF Section 1: Managing and Developing People at CSU... 3 Section 2: People Management, the Broad Structure... 3 Section 3: Principles... 4 Section
More informationStaff Development and Performance Management Policy & Procedure
Staff Development and Performance Management Policy & Procedure Overview The purpose of this document is to outline QAHC s approach to staff development and performance management. The policy and procedure
More informationMANAGEMENT OF POLICIES, PROCEDURES AND OTHER WRITTEN CONTROL DOCUMENTS
MANAGEMENT OF POLICIES, PROCEDURES AND OTHER WRITTEN CONTROL DOCUMENTS Document Reference No: Version No: 6 PtHB / CP 012 Issue Date: April 2015 Review Date: January 2018 Expiry Date: April 2018 Author:
More informationThe Newcastle upon Tyne Hospitals NHS Foundation Trust. Employment Policies and Procedures
The Newcastle upon Tyne Hospitals NHS Foundation Trust Employment Policies and Procedures Procedure for Processing Claims for Travel Expense Reimbursement Version No.: 3.0 Effective From: 15 January 2014
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 informationJD AND PS: Senior Data Analyst
Job Description Job title Reporting to Line Management Annual Salary Department/ Section Hours of work Budgetary responsibility and accountability Post covers Senior Data Analyst Head of Strategic Planning
More informationInformation Governance Policy
Information Governance Policy Policy ID IG02 Version: V1 Date ratified by Governing Body 27/09/13 Author South Commissioning Support Unit Date issued: 21/10/13 Last review date: N/A Next review date: September
More informationColchester Borough Council. Equality Impact Assessment Form - An Analysis of the Effects on Equality. Section 1: Initial Equality Impact Assessment
Colchester Borough Council Equality Assessment Form - An Analysis of the Effects on Equality Section 1: Initial Equality Assessment Name of policy to be assessed: Internal Communications Strategy 2015
More informationEmployment and Staffing Including vetting, contingency plans, training
Safeguarding and Welfare Requirements: Suitable People. Providers must ensure that people looking after children are suitable to fulfil the requirements of their role. Employment and Staffing Including
More informationFull Equality Impact Assessment Form
Full Equality Impact Assessment Form Equality Relevance High Medium X Low 1. Name of the policy or practice? Procedure for the Determination and Review of Pay Grades 2. What is the aim, objective or purpose
More informationLeadership - 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 informationInformation Governance Policy
Information Governance Policy Information Governance Policy Issue Date: June 2014 Document Number: POL_1008 Prepared by: Information Governance Senior Manager Insert heading depending on Insert line heading
More informationReparation Protocol i
Reparation Protocol i ii Contents: Aims and Objectives of Reparation 5 1 Health and Safety 6 2 Risk Management 6 3 Safeguarding 6 4 Code of Conduct 7 5 Information Sharing 8 6 Reparation Process 8 7 Expectation
More informationThe Newcastle upon Tyne Hospitals NHS Foundation Trust
The Newcastle upon Tyne Hospitals NHS Foundation Trust Procedure for Joint Management of Complaints and Safeguarding Concerns within the Newcastle upon Tyne Hospitals NHS Foundation Trust Version No.:
More informationSouth Downs National Park Authority
Agenda item 8 Report RPC 09/13 Appendix 1 South Downs National Park Authority Equality & Diversity Policy Version 0.04 Review Date March 2016 Responsibility Human Resources Last updated 20 March 2013 Date
More informationDEVON COUNTY COUNCIL STRESS MANAGEMENT POLICY
DEVON COUNTY COUNCIL STRESS MANAGEMENT POLICY Policy Date: July 2008 Page 1 of 7 Policy: Stress Management Policy Reviewed 2011 Next Review Date: 2013 STRESS MANAGEMENT POLICY Date Reviewed 2011 Policy
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 informationThe Newcastle upon Tyne Hospitals NHS Foundation Trust. Intellectual Property (IP), Revenue Sharing & Equity Policy
The Newcastle upon Tyne Hospitals NHS Foundation Trust Intellectual Property (IP), Revenue Sharing & Equity Policy Effective Date: April 2011 Review Date: April 2012 1. Introduction This policy is in line
More informationSupporting staff involved in a stressful or traumatic incident, complaint or claim.
Supporting staff involved in a stressful or traumatic incident, complaint or claim. Version: V2.00 Ratified by: Date ratified: October 2010 Name of originator/author/job title Name of responsible committee
More informationIntellectual Property Management Policy
Intellectual Property Management Policy Executive or Associate Director lead Policy author/ lead Feedback on implementation to Clive Clarke Ken Lawrie/Karen Robinson Business Planning Group Date of draft
More informationThe Newcastle upon Tyne Hospitals NHS Foundation Trust. Employment Policies and Procedures. Electronic Rostering and Attendance (ERA)
The Newcastle upon Tyne Hospitals NHS Foundation Trust Employment Policies and Procedures Electronic Rostering and Attendance (ERA) Version No.: 2.0 Effective Date: 30 May 2014 Expiry Date: 30 November
More informationIS INFORMATION SECURITY POLICY
IS INFORMATION SECURITY POLICY Version: Version 1.0 Ratified by: Trust Executive Committee Approved by responsible committee(s) IS Business Continuity and Security Group Name/title of originator/policy
More information3 Aims. 4 Duties (Roles and responsibilities)
The Newcastle upon Tyne Hospitals NHS Foundation Trust Centralised Room Booking Policy Version No.: 3.1 Effective From: 31 March 2015 Expiry Date: 31 March 2018 Date Ratified: 3 March 2015 Ratified By:
More informationUnderstand your role
The CARE CERTIFICATE Understand your role What you need to know THE CARE CERTIFICATE WORKBOOK Standard Your role - Tasks, Behaviours and Standards of work Your role will have a job description. This tells
More informationWORCESTERSHIRE MENTAL HEALTH PARTNERSHIP NHS TRUST GATEWAY POLICY
WORCESTERSHIRE MENTAL HEALTH PARTNERSHIP NHS TRUST GATEWAY POLICY This policy should be read in conjunction with Worcestershire Mental Health Partnership NHS Trust Policy Data Unique Identifier: HR015
More informationBath and North East Somerset Council. Equality Impact Assessment Toolkit
Bath and North East Somerset Council Equality Impact Assessment Toolkit This toolkit has been developed to use as a guide when conducting an Equalities Impact Assessment (EqIA) on a policy, service or
More informationThe Newcastle upon Tyne Hospitals NHS Foundation Trust. Occupational Health Records Management and Retention Operational Policy
The Newcastle upon Tyne Hospitals NHS Foundation Trust Occupational Health Records Management and Retention Operational Policy Version No. 1.0 Effective From: 9 October 2013 Expiry Date: 30 September 2016
More informationEquality, Diversity and Inclusion Policy
1 Equality, Diversity and Inclusion Policy Owned By: Senior Management Issue Date: July 2015 This policy will be reviewed in six months 1 2 Equality, Diversity and Inclusion Policy Introduction ProCo NW
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 informationValuing Diversity, Promoting Equality, Equal Opportunity and Inclusion
Safeguarding and Welfare Requirement: Equal Opportunities. Providers must have and implement a policy and procedure to promote equality of opportunity for children in their care, including support for
More informationEquality with Human Rights Analysis Toolkit
Equality with Human Rights Analysis Toolkit The Equality Act 2010 and Human Rights Act 1998 require us to consider the impact of our policies and practices in respect of equality and human rights. We should
More informationBoothville Primary School. Dealing with Allegations against School Personnel, Volunteers, Headteacher or Pupils. Allegations
Dealing with against School Personnel, Volunteers, Headteacher or Pupils Dealing with against School Personnel, Volunteers, Headteacher or Pupils Date Sept 15 Review Date Sept 16 Designated Child Protection
More informationA guide to helping people to succeed at work
Coaching: Helping you to improve social outcomes A guide to helping people to succeed at work This guide is for anyone wanting to use coaching skills to help colleagues succeed. In particular, it is intended
More informationJOB DESCRIPTION. Enhanced CRB with Both Barred Lists Check
JOB DESCRIPTION JOB TITLE: Service Manager (Access) BAND: Agenda for Change Band (Band 8b) HOURS AND: DURATION As specified in the job advertisement and the Contract of Employment AGENDA FOR CHANGE (reference
More informationOVERVIEW OF THE EQUALITY ACT 2010
OVERVIEW OF THE EQUALITY ACT 2010 1. Context A new Equality Act came into force on 1 October 2010. The Equality Act brings together over 116 separate pieces of legislation into one single Act. Combined,
More informationPolicy on Induction of New Staff to the Trust
Policy on Induction of New Staff to the Trust CLASSIFICATION Human Resources TRUST POLICY NUMBER HR.4003.1 APPROVING COMMITTEE Learning & Development Strategy Group RATIFYING COMMITTEE Quality & Risk Committee
More informationThe Newcastle upon Tyne Hospitals NHS Foundation Trust. Employment Policies and Procedures
The Newcastle upon Tyne Hospitals NHS Foundation Trust Employment Policies and Procedures Mobile Telephone and Telephone Expenses Reimbursement Policy Version No.: 1.0 Effective Date: 3 January 2013 Expiry
More informationDisability Action Plan
Disability Action Plan Northern Ireland Social Care Council (NISCC) March 2013 This document is available in audio format, Braille, Easy Read and as an accessible pdf. It can be made available on request
More informationJob Description Community Support Services Lifestyle Support Worker
POSITION: DIVISION: REPORTS TO: Lifestyle Manager / Team Leader ISSUE DATE: December 2012 1 POSITION PURPOSE: Responsible for face-to-face delivery of service as part of the team working within the Lifestyle
More informationInterpreting 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 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 informationPolicy: Remote Working and Mobile Devices Policy
Policy: Remote Working and Mobile Devices Policy Exec Director lead Author/ lead Feedback on implementation to Clive Clarke SHSC Information Manager SHSC Information Manager Date of draft 16 February 2014
More informationSOCIAL MEDIA POLICY. Senior Governance Officer, NHS North of England Commissioning Support Unit Reference No
SOCIAL MEDIA POLICY Ratified Governance & Risk Committee 08/2015 Status Final Issued August 2015 Approved By Governance and Risk Committee Consultation Governance and Risk Committee Equality Impact Assessment
More informationcustomer-service equality standard
customer-service equality standard introduction As a public-service provider, a statutory body and an employer, the Financial Ombudsman Service is fully committed to the fair and equal treatment of everyone
More informationRisk Management Policy and Process Guide
Risk Management Policy and Process Guide Status: pending Next review date: December 2015 Page 1 Information Reader Box Directorate Medical Nursing Patients & Information Commissioning Operations (including
More informationEqual Pay Statement and Information 2015
Equal Pay Statement and Information 2015 Contents 1. Introduction... 2 2. Commitment... 4 3. Purpose... 8 4. Approach... 10 5. Equal Pay Information... 12 6. Occupational Segregation... 14 7. Equal Pay
More informationGETTING RECRUITMENT RIGHT
INTRODUCTION GETTING RECRUITMENT RIGHT Getting recruitment right is one of the biggest challenges for any employer. Now age discrimination laws are in place, it s a high risk area. To help employers deliver
More informationNHS Business Services Authority HR Policies Career Breaks
1. POLICY STATEMENT 1.1 The Authority recognises that during an employee s working life there will be times when personal commitments take priority over work. Subsequently the Career Break Policy has been
More informationA Guide to Balancing Work and Caregiving Obligations Collaborative approaches for a supportive and well-performing workplace
A Guide to Balancing Work and Caregiving Obligations Collaborative approaches for a supportive and well-performing workplace Contact the Canadian Human Rights Commission For more information about human
More informationCCG CO11 Moving and Handling Policy
Corporate CCG CO11 Moving and Handling Policy Version Number Date Issued Review Date V1: 28/02/2013 04/03/2013 31/08/2014 Prepared By: Consultation Process: Formally Approved: Information Governance Advisor
More informationBusiness Continuity Management (BCM) Policy
Business Continuity Management (BCM) Policy Reference number: Corporate 042 Title: Business Continuity Management (BCM) Policy Version number: Version 2 Policy Approved by: LLR PCT Cluster Board Date of
More informationStandards of conduct, ethics and performance. July 2012
Standards of conduct, ethics and performance July 2012 Reprinted July 2012. The content of this booklet remains the same as the previous September 2010 edition. The General Pharmaceutical Council is the
More informationConcerns and Complaints Policy and Procedure
Concerns and Complaints Policy and Procedure This policy and procedures may evoke safeguarding adults concerns and as such please refer to the Safeguarding Adults Policy or contact the Trust Safeguarding
More informationEthical Conduct in Youth Work
Ethical Conduct in Youth Work a statement of values and principles from The National Youth Agency Reprinted December 2004 Eastgate House, 19 23 Humberstone Road, Leicester LE5 3GJ. Tel: 0116 242 7350.
More informationJOB DESCRIPTION. Chief Nurse
JOB DESCRIPTION Chief Nurse Post: Band: Division: Department: Responsible to: Responsible for: Chief Nurse Executive Director Trust Services Trust Headquarters Chief Executive Deputy Chief Nurse Head of
More information(g) the Employment Equality (Sexual Orientation) Regulations 2003,
Linked Law Solicitors Equality and Diversity Policy (based on the Law Society s model policy issued under Rules 3 and 4 of the Solicitors Anti- Discrimination Rules 2004 and amended in the light of the
More informationAnnual Leave Policy. Document Owner East and North Herts Clinical Commissioning Group. 2 supercedes all previous Annual Leave Policies
Annual Leave Policy Document Owner Document Author East and North Herts Clinical Commissioning Group Anne Ephgrave Version Directorate Authorised By 2 supercedes all previous Annual Leave Policies Human
More informationThe Newcastle upon Tyne Hospitals NHS Foundation Trust. IT Change Management Policy and Process
The Newcastle upon Tyne Hospitals NHS Foundation Trust Version No.: 2.0 Effective From: 16 July 2015 Expiry Date: 16 July 2018 Date Ratified: 5 June 2015 Ratified By: Director of IT 1 Introduction IT Change
More informationPatient and Public Involvement Strategy April 2012 March 2013
Patient and Public Involvement Strategy April 2012 March 2013 This document is available in different languages and formats. For more information contact 0115 9249924 ext 63562 Dokument ten dostępny jest
More informationNational Standards for Disability Services. DSS 1504.02.15 Version 0.1. December 2013
National Standards for Disability Services DSS 1504.02.15 Version 0.1. December 2013 National Standards for Disability Services Copyright statement All material is provided under a Creative Commons Attribution-NonCommercial-
More informationDOCUMENT CONTROL PAGE
DOCUMENT CONTROL PAGE Title: Preceptorship Policy Title Version: Reference Number: Supersedes Supersedes: All previous preceptorship prior to this date Significant Changes: Originator or modifier Ratification
More informationClinical Commissioning Group MANAGEMENT OF UNSATISFACTORY WORK PERFORMANCE POLICY
Clinical Commissioning Group MANAGEMENT OF UNSATISFACTORY WORK PERFORMANCE POLICY VERSION DATE: VERSION NUMBER: 2 DOCUMENT REFERENCE: HRP07 STATUS: DEVELOPED BY: POLICY SPONSOR: APPROVED BY: REVIEW DATE:
More informationDiversity and Equality Policy
Diversity and Equality Policy For the attention of: All Staff Produced by: Director, Human Resources Approved by: SMT Date of publication: September 2013 Date of review: August 2015 Our Mission To provide
More informationEQUALITY ACT 2010: WHAT DO I NEED TO KNOW? A SUMMARY GUIDE FOR VOLUNTARY AND COMMUNITY SECTOR SERVICE PROVIDERS
EQUALITY ACT 2010: WHAT DO I NEED TO KNOW? A SUMMARY GUIDE FOR VOLUNTARY AND COMMUNITY SECTOR SERVICE PROVIDERS www.edf.org.uk Foreword The Equality Act 2010 replaces the existing antidiscrimination laws
More informationSCDLMCB2 Lead and manage service provision that promotes the well being of individuals
Lead and manage service provision that promotes the well being of Overview This standard identifies the requirements associated with leading and managing practice that supports the health and well being
More informationUKCP Standards of Education and Training
UKCP Standards of Education and Training Guidelines for Section and Institutional Members for the Development of Standards of Supervision for Child Psychotherapists UKCP May 2008 This document is copyright
More informationGraduate Profile. DipHE Mental Health Nursing
Graduate Profile DipHE Mental Health Nursing The following information, in conjunction with the graduate's individual practice portfolio and C.V., constitutes the graduate profile for the named award.
More informationCCG Social Media Policy
Corporate CCG Social Media Policy Version Number Date Issued Review Date 2 25/03/2015 25/03/2017 Prepared By: Consultation Process: Formally Approved: Governance Manager, North of England Commissioning
More informationSICKNESS ABSENCE POLICY. Version:
SICKNESS ABSENCE POLICY Version: V4 Policy Author: Shajeda Ahmed Designation: Senior Human Resources Manager Responsible Director of Strategy and Business Support Director: EIA Assessed: 22 November 2012
More informationMendip Edge Federation
Mendip Edge Federation Fairlands Middle School POLICY FOR APPRAISING TEACHER PERFORMANCE Contents PURPOSE... 2 APPLICATION OF THE APPRAISAL POLICY... 2 THE APPRAISAL PERIOD... 2 SETTING OBJECTIVES... 3
More informationEmployment Rights and Responsibilities
Employment Rights and Responsibilities As you work through this section, you will need to be clear about your own understanding of your occupation, the industry in which you work and the sector in which
More informationNHS Business Services Authority HR Policies Annual Leave
1. POLICY STATEMENT 1.1 The aim of the Policy is to ensure a uniform and equitable approach to the calculation of annual leave and general entitlements which take into account the arrangements as defined
More informationInformation Communication and Technology Management. Framework
Information Communication and Technology Management Framework Author(s) Andrew Thomas Version 1.0 Version Date 24 September 2013 Implementation/approval Date 25 September 2013 Review Date September 2014
More informationRecord Management Policy
Record Management Policy Author: Kate Ayres, Governance Facilitator Owner: Fiona Jamieson, Assistant Director of Healthcare Governance Publisher: Compliance Unit Date of first issue: March 2006 Version:
More informationThe Newcastle Upon Tyne Hospitals NHS Foundation Trust. Medical Devices Procurement Procedure
The Newcastle Upon Tyne Hospitals NHS Foundation Trust Medical Devices Procurement Procedure Version No : 4.1 Effective From 4 December 2012 Expiry Date: 30 November 2013 Date Ratified: 3 December 2012
More informationPerformance Management Policy. Version No 3.1
Plymouth Community Healthcare CIC Performance Management Policy Version No 3.1 Notice to staff using a paper copy of this guidance The policies and procedures page of PCH Intranet holds the most recent
More informationRatified 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 information39 GB Guidance for the Development of Business Continuity Plans
39 GB Guidance for the Development of Business Continuity Plans Policy number: Version 2.2 Approved by Name of author/originator Owner (director) 39 GB Executive Committee Date of approval August 2014
More informationSouth East London Social Work Reform Group Partnership CPD programme
South East London Social Work Reform Group Partnership CPD programme Social Work practice and interpersonal skills in community empowerment course Appendices Appendix one: Continuing Professional Development
More informationINFORMATION GOVERNANCE POLICY
INFORMATION GOVERNANCE POLICY Issued by: Senior Information Risk Owner Policy Classification: Policy No: POLIG001 Information Governance Issue No: 1 Date Issued: 18/11/2013 Page No: 1 of 16 Review Date:
More informationJOB DESCRIPTION. Executive Director of Nursing, Quality and Governance
JOB DESCRIPTION JOB TITLE: RESPONSIBLE TO: BAND: LOCATION: HOURS OF WORK: DISCLOSURE REQUIRED: Deputy Director of Nursing Executive Director of Nursing, Quality and Governance 8d To be agreed with postholder
More informationHow Wakefield Council is working to make sure everyone is treated fairly
How Wakefield Council is working to make sure everyone is treated fairly As part of meeting the Public Sector Equality Duty, the Council is required to publish information on how it is working to treat
More informationBehaviour Change Policy Framework The Four E s Model Educate, Encourage, Empower, Enforce
Behaviour Change Policy Framework The Four E s Model Educate, Encourage, Empower, Enforce Version: 1 Approved by: Date formally approved: Document Author: Sue Holden and Steve Stuart Name of responsible
More informationSUBJECT ACCESS REQUEST PROCEDURE
SUBJECT ACCESS REQUEST PROCEDURE Document History Document Reference: Document Purpose: IG31 This procedure sets out the responsibility for staff when receiving requests for information provided under
More information