1 Public Sector Equality Duty for CCG s Tim Gunning and Joanna Owen
2 About the Equality and Human Rights Commission (EHRC) Set up in October Merged the three previous equality commissions: the Commission for Racial Equality (CRE), the Disability Rights Commission (DRC) and the Equal Opportunities Commission (EOC). The Commission has about 180 staff and has offices in England, Scotland and Wales
3 The Commissioners Baroness Onora O Neill - Chair of the Commission - is a cross-bench peer in the House of Lords who holds the title of Honorary Professor of Philosophy, Emeritus, University of Cambridge and is highly regarded as a specialist on human rights. There are a further eight Commissioners, including a Wales Commissioner, Scotland Commissioner and Disability Commissioner who bring experience from the business, public and voluntary sector.
4 Our mandate Parliament gave the Commission the mandate to challenge discrimination, and to protect and promote human rights. Our mission A catalyst for change and improvement on equality and human rights Our roles Outcomes-focused strategic regulator Promoter of standards and good practice Authoritative centre of intelligence and innovation Trusted partner
5 EHRC s statutory duties Equality Act 2006 Equality Act section 8 promote understanding of equality and diversity; encourage good practice; promote understanding of the law; work towards eliminating unlawful discrimination and harassment Sole responsibility for monitoring and enforcing s149 Equality Act 2010 the public sector equality duty Monitor the effectiveness of equality and human rights law and advise government (s11) Monitor relevant changes in society and report regularly (s12) Human rights s9 promote understanding of importance of human rights; encourage good practice; promote awareness, understanding and protection of human rights; encourage public authorities to comply with s6 HRA (compliance with Convention rights) National Human Rights Institution
6 Strategic Priority 1 To promote fair access to public services, autonomy and dignity in service delivery Ensure the specific public sector equality duties are understood and used to deliver better policies, improved service delivery, better outcomes and experiences. Promote dignity and autonomy in the delivery of health and social care services by the range of providers. Encourage, monitor and report on Britain s progress and compliance with international equality and human rights conventions. Build the capacity of the voluntary sector to improve equality and human rights performance across all their functions.
7 Public Sector Equality Duty what is it s purpose? Broad aim is to integrate consideration of the advancement of equality into the day-to-day business of all bodies subject to the duty. Two interlinked parts to the PSED general duty and specific duties. General equality duty purpose - accelerate progress towards equality for all, by placing a responsibility on organisations subject to the duty to consider how they can work to tackle systemic discrimination and disadvantage affecting people with particular protected characteristics. General equality duty shifts the responsibility for upholding the law on to organisations rather than individuals having to enforce the law themselves
8 Genesis and summary of the PSED Equality Act 2010 consolidated the Race Equality Duty, Disability Equality Duty and Gender Equality Duty into a single PSED, covering all protected characteristics, using due regard model, as for the former duties PSED came into effect April 2011 PSED applies to all functions of public authorities that are listed in Schedule 19 Equality Act 2010 includes CCG s! PSED general duty also applies to other organisations when performing public functions (e.g. private companies running prisons and private or third sector care companies when carrying out public functions)
9 How the PSED works General duty section 149 Equality Act 2010 In exercising their functions, public authorities must have due regard to the need to: Eliminate unlawful discrimination, harassment and victimisation Advance equality of opportunity between people sharing a protected characteristic, and others Foster good relations between people sharing a protected characteristic, and others
10 Age Protected Characteristics protected by the Equality Act Disability Gender reassignment Race Religion or belief Sex Sexual orientation Marriage and civil partnership Pregnancy and maternity
11 How the PSED works: Specific duties Listed public authorities (Schedule 19 Equality Act): Must publish information on people affected by their policies and practices i.e. service users and their employees (if 150 staff or more) Must prepare and publish one or more specific and measurable equality objectives Information and objectives must be published so as to be accessible to the public
12 PSED specific duties for Clinical Commissioning Groups - dates CCGs required to publish equality information by 31 st January 2014 and by that date annually thereafter. CCGs required to publish equality objectives by 13th October 2013 and are then required to review them within 4 years from that date (unlike most other public authorities which were required to publish by 6th April 2012).
13 Commission s role as PSED regulator Commission s regulatory role has several interlinked elements: Informing - providing information/guidance on the PSED Promoting best practice in complying with the PSED Monitoring implementation and compliance, including through research Enforcing - where appropriate, taking preenforcement/ enforcement action Assessing the effectiveness of the legislation (including enforcement powers)
14 Tackling non-compliance through enforcement action Preferable for EHRC to work with public authority to agree a programme of action to ensure compliance If there is evidence of problems within a sector, EHRC may collaborate with relevant government department, umbrella body or regulator/inspector.
15 Formal legal approaches are a last resort: Assessments of compliance with general duty e.g. Job Centre Plus re staffing and HM Treasury re 2010 budget. Issuing compliance notices (general or specific duties) Formal inquiry e.g. our Home Care Inquiry, Disability Harassment Inquiry and current Inquiry into non-natural deaths in detention of adults with mental health conditions. Agreement with a public body to comply with PSED Judicial review brought in Commission s own name Interventions in PSED cases brought by individuals e.g. R (McDonald) v Royal Borough of Kensington and Chelsea and Bracking v S.O.S for Work and Pensions.
16 Benefits of compliance with the PSED for your organisations and patients Better-informed decision making and policy development Clearer understanding of the needs of service users, resulting in better quality services which meet varied needs. More effective targeting of policy and resources. Better results and greater confidence in, and satisfaction with, services. More effective use of talent in the workforce Reduction in instances of discrimination and resulting claims. Transparency of CCG activity to address equality Avoidance of enforcement action by EHRC
17 What are the benefits of compliance with the PSED for patients and for your organisations?
18 Case study: NHS Hillingdon CCG analysed cancer death data. They found that a large proportion of cancer deaths were due to bowel cancer and that the highest death rates were in a part of the borough with a high Asian population. The CCG s public health team launched an awareness campaign in the South of the borough. They found that members of the Asian community had more limited awareness of the symptoms of bowel cancer. The CCG took the following actions: Distributed leaflets about bowel cancer in English and relevant Asian languages. Organised workshops through community groups and charities particularly targeting Asian communities or religious centres. Displayed campaign posters on buses and in tube stations. Promoted messages via an Asian radio network. Outcome: Awareness of the main symptoms of bowel cancer increased among people who had seen or heard at least one element of the awareness campaign.
19 Case study: The Royal Marsden NHS FT analysed equality information on people who did not attend diabetic eye screening appointments. They found that the highest non-attendance rate (40%) was in the age group. To improve accessibility for patients of working age the screening service started to provide weekend clinics and enabled patients to make and change appointments by so busy patients no longer had to call during working hours. Outcome: These initiatives contributed to reducing the overall non-attendance rate, from 21.2 percent in 2011/12 to 15 percent in 2012/13. This represents a significant financial saving for the trust and should over time lead to reduction in sight loss among patients of working age. Equality information also suggested that White and Asian females and African males had higher non-attendance rates when compared with other ethnicities. However, the service cautioned against drawing conclusions due to the quality of this data. They have amended the data collection process for primary care providers. This will provide a more complete ethnicity profile for the population in future and will be used to re-audit service uptake in 2014/15.
20 Case study: NHS Peterborough -Truth about TB Campaign, Following significant increases of TB cases in Peterborough the PCT undertook a wide ranging consultation to ascertain levels of awareness of TB and how best to communicate key messages about services and support available. The Truth about TB Campaign targeted children and adults from the Pakistani community to help change behaviours through raising awareness and by maximising engagement with the community and clinicians. NHS Peterborough developed a pilot scheme TB or not TB to establish training programmes for clinicians working in the community with high risk groups. Outcome: Improved awareness of TB symptoms within Pakistani community Translated appointment letters improved access Improved care pathways for TB referrals
21 What do CCGs need to do to comply with the PSED?
22 What do CCGs need to do to ensure compliance with the PSED general equality duty? (1) CCGs will find the following principles useful in deciding what action they need to take to ensure they are complying with the general equality duty: knowledge of the duty timeliness real consideration sufficient information non-delegable review, and evidence of consideration
23 What do CCG s need to do to ensure compliance with the PSED general duty? (2) Ensure CCG decision makers understand the duty Ensure sufficient equality evidence is taken into account throughout the decision-making process (could include information published to meet specific duty) Give due weight to the equality aims in making decisions
24 Which CCG functions are relevant to the general equality duty? In practice all functions of a CCG related to patient care are lightly to be highly relevant to one or more aims of the general equality duty because of their direct impact on the lives of individuals.
25 Ensuring a sound evidence base (1) To give proper consideration to the aims set out in the general duty, a CCG will need to have enough evidence of the impact its policies and practices are having, or are likely to have, on people with different protected characteristics. Adequate and accurate equality evidence, properly understood and analysed, is at the root of effective compliance with the general duty. Without it, an organisation subject to the duty would be unlikely to be able to have due regard to its aims. (N.B. Link to specific duty)
26 Ensuring a sound evidence base (2) Benefits of a reliable evidence base: understand the effect of its policies, practices and decisions consider whether further research or engagement is necessary consider whether there are ways of mitigating any adverse impact identified decide whether to modify, or reconsider a policy, practice or decision identify equality priorities; for listed authorities this includes developing equality objectives monitor their progress against these objectives.
27 Giving due weight to the equality aims in making decisions principles The courts have established the following principles which an organisation subject to the duty should take into account in making decisions to which the duty applies: The duty means that the potential impact of a decision on people with different protected characteristics is always taken into account by a body subject to the duty as a mandatory relevant consideration. Where large numbers of people in vulnerable situations very many of whom share a relevant protected characteristic are affected consideration of the matters set out in the duty must be very high. However even if the number of people affected by a particular decision may be small, for example a decision which affects transsexual people, the seriousness or extent of discrimination and harassment might be great. The weight given to the aims of the duty is not necessarily less when the number of people affected is small.
28 Ensuring due regard to the PSED in decision making Having due regard means that in making decisions and in its other daytoday activities a CCG must consciously consider the need to do the things set out in the general equality duty: eliminate discrimination, advance equality of opportunity and foster good relations. How much regard is due will depend on the circumstances and in particular on the relevance of the aims in the general equality duty to the decision or function in question. The greater the relevance and potential impact, the higher the regard required by the duty. E.g. compared to the purchase of stationery, the decisions a CCG makes about the commissioning of secondary health care will have greater potential impact and more relevance to the aims of the duty and so will need a higher degree of regard.
29 Ensuring due regard to the PSED in decision making Lots of cases in which the courts have considered whether an organisation has paid due regard. In R. (Brown) v. Secretary of State for Work and Pensions  EWHC 3158 the court considered what a relevant body has to do to fulfil its obligation to have due regard to the aims set out in the general equality duty. The six Brown principles it set out have been accepted by courts in later cases. R (Stuart Bracking & Others) v Secretary of State for Work and Pensions  EWCA Civ 1345 reaffirmed the Brown principles
30 Engagement Engagement with people likely to be affected by a CCG s decisions may help compliance with the general equality duty. The information and insights that can be gained from engagement will help a CCG to understand the actual or potential impacts of its policies and practices.
31 Engagement in practice In deciding how to carry out engagement in practice, a CCG could ask itself: Are there existing mechanisms in place and are they accessible to and used by people with different protected characteristics? Are people with certain protected characteristics currently underrepresented? What steps could be taken to address any under-representation? Can it work with other bodies on any engagement exercises to maximise the use of resources and to reduce engagement fatigue? (e.g. local authority and local health trusts) How it will reflect the outcome of any engagement?
32 Case study: Patient and public engagement in commissioning, NHS Leicester City To improve patient and public engagement in commissioning decisions, NHS Leicester City has trained 10 lay patient representatives to sit on commissioning panels to support the PCT with investment and disinvestment decisions. The aims and objectives of the panel are: To involve patients and the public in the Commissioning Cycle To engage more proactively with patients and the public to make sure the services procured truly match the requirements of the people of Leicester To help the PCT to decide the best providers, from a patients perspective To have a patient panel representative of the population of Leicester To run two patient panels: diabetes services and renewal of 4 GP contracts plus one new GP contract in the City.
33 Relevant EHRC guidance Equality Act 2010: Technical Guidance on the Public Sector Equality Duty: England (currently being updated) Mainstreaming equality considerations in procurement: A guide for public authorities in England. Engagement and the equality duty: A guide for public authorities. t/psed/ehrc_psed_engagement_web.pdf
Guidance for NHS commissioners on equality and health inequalities legal duties NHS England INFORMATION READER BOX Directorate Medical Commissioning Operations Patients and Information Nursing Trans. &
Equality Act 2010 The Equality Act 2010 brings together, harmonises and in some respects extends the current equality law, by making it more consistent, clearer and easier to follow in order to make society
Equality Act 2010 1 Summary of the Equality Act 2010 The full Equality Act 2010 can be accessed through this link: Equality Act 2010. Introduction and Protected Characteristics The purpose of the Equality
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
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
EVERYONE COUNTS STRATEGY Introduction The aim of the Equality and Diversity Strategy is to ensure that Great Places Housing Group promotes equality, tackles discrimination, values diversity, and continues
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,
Equality and Diversity Strategy If you require this document in another format or language please contact: Telephone: 023 9282 2444 E-mail: email@example.com Write: NHS Portsmouth Clinical
Code of practice for employers Avoiding unlawful discrimination while preventing illegal working [xx] April 2014 Presented to Parliament pursuant to section 23(1) of the Immigration, Asylum and Nationality
Liverpool Hope University Equality and Diversity Policy Approved by: University Council Date approved: 14.04.2011 Revised (statutory 18.02.2012 changes) Consistent with its Mission, Liverpool Hope strives
Equality & Diversity Strategy Last updated March 2014 1 Statement of commitment Ombudsman Services is committed to equality of opportunity and respect for diversity. As an equal opportunities employer,
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
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
Eastern Cheshire Clinical Commissioning Group Healthcare Procurement Policy and Strategy Responsible Person: Neil Evans, Head of Business Management Date Approved: TBC Committee: Governance and Audit Committee
The Equality Act 2010 a summary guide The Equality Act 2010 a summary guide This factsheet is part of our Your rights range. You will find it useful if you are a person with hearing loss and want to find
Building Equality, Diversity and Inclusion into the NHS Board Selection Process for Non Executives and Independent Directors March 2012 Edition The NHS Leadership Academy s purpose is to develop outstanding
HARP (Horton Addiction Recovery Programme) 14 Edmund Street Bradford BD5 0BH Selection and Allocation Policy HARP (Horton Addiction Recovery Programme) will endeavour to ensure that its services are allocated
Contents Preface to Second Edition List of Abbreviations Table of Cases Table of Legislation v vii xv xxi 1 The Aims of Equality Law 1 The Equality Act 2010 1 The Act since 2010 6 A History of Bits and
The Health and Social Care Act 2012 introduced significant amendments to the NHS Act 2006, especially with regard to how NHS commissioners will function. These amendments include two complementary duties
Factsheet Your rights The Equality Act 2010 a summary guide You ll find this factsheet useful if you want an outline of how the Equality Act 2010 protects people who are deaf or have a hearing loss from
Equality, Diversity & Inclusion (EDI) Policy Version 2.1 Original Author: Ariana Henderson Version 2.1 updated August 2013 Contents Confetti Institute of Creative Technologies... 2 Mission Statement...
How to use the Equality Act 2010: A guide for voluntary and community organisations The Equality Act 2010 updates, simplifies and strengthens Britain s equality laws. It introduces broadly similar provisions
Increasing the Magistrates Court fine limit Equality Impact Assessment Introduction The Ministry of Justice tabled Government amendments at the Commons Report stage of the Legal Aid, Sentencing and Punishment
A refreshed Equality Delivery System for the NHS EDS2 Making sure that everyone counts November 2013 Publication Category Reference Number: 00518 2 A refreshed Equality Delivery System for the NHS Contents
Commissioning Policy: Implementation and funding of NICE guidance April 2013 Reference : NHSCB/CP/05 NHS Commissioning Board Commissioning Policy: Implementation and funding of guidance produced by the
TRUST BOARD TB(16) 19 Title: Action: OUTCOMES OF NATIONAL STAFF SURVEY 2015 AND NEXT STEPS FOR DISCUSSION/NOTING Meeting: 9 MARCH 2016 Purpose: The purpose of this report is to present to the Trust Board
HX.127.1 Equality, Diversity and Inclusion Handbook This publication is available in large print and easy read Welcome! At Calico, we are dedicated to promoting and celebrating the positive effect that
EQUALITY ANALYSIS FORM Introduction CLCH has a legal requirement under the Equality Act to have due regard to eliminate discrimination. It is necessary to analysis the consequences of a policy, strategy,
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
PROTOCOL FOR DUAL DIAGNOSIS WORKING Protocol Details NHFT document reference CLPr021 Version Version 2 March 2015 Date Ratified 19.03.15 Ratified by Trust Protocol Board Implementation Date 20.03.15 Responsible
Measuring Up? Monitoring Public Authorities performance against the Scottish Specific Equality Duties June 2013 Measuring Up? Monitoring Public Authorities performance against the Scottish Specific Equality
Equality, Diversity & Human Rights Strategy 2015-2019 This document sets out the Surrey Police Equality, Diversity and Human Rights (EDHR) strategy. It will explain our legal duties, vision and priorities
Service Redesign & / or staff restructure checklist Equality Analysis and HR Processes within the project plan. Project milestones EA process HR/ OD process Who? Develop PID/OBC PID/OBC must contain an
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
IITIAL EQUALITIES IMPACT ASSESSMET FORM To be undertaken when adopting or reviewing policies/procedures or for savings proposals/ restructures and transformations. Equality Impact Assessments must be undertaken
Equality Impact Assessment Form November 2014 Introduction The general equality duty that is set out in the Equality Act 2010 requires public authorities, in the exercise of their functions, to have due
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
Fast Track Pathway Tool for NHS Continuing Healthcare DH INFORMATION READER BOX Policy Clinical Estates HR / Workforce Commissioner Development IM & T Management Provider Development Finance Planning /
Policy/Strategy/Project/Procedure/Service/Function Title: Proposed Council budget reductions to grant funding to the Third Sector Infrastructure Partners New Who is responsible for developing and implementing
Swindon Borough Council Equality & Diversity Strategy Agreed at Cabinet 14 th April 2010 Introduction Swindon Borough Council wishes to be recognised as a leading public authority in the way it promotes
Fire Safety Policy This section must be completed for all documents Lead Author Mark Garthwaite, Fire Team Manager, SERCO ASP Developed by Sharon Fox, Deputy Director of Corporate Affairs Rachel Conlon,
Introduction of a ban on the payment of referral fees in personal injury cases Equality Impact Assessment Introduction This Equality Impact Assessment (EIA) relates to amendments to the Legal Aid, Sentencing
1 of 8 A summary of how to avoid discrimination under the Equality Act 2010 when defining who can benefit from a charity A. About the Equality Act and the charities exemption A1. Introduction All charities
Initial Equality Impact Assessment Department Service Area Date Primary Alternative Provision Learning, Skills & Education, CCL October 2012 This Initial EqIA will help you to analyse equality in the context
Royal Bournemouth & Christchurch Hospitals NHS Foundation Trust Meeting the Public Sector Equality Duties Summary Statement May 2015 1.0 Introduction 1.1 At RBCH, we recognise that equality means treating
Consultation on the introduction of diversity succession planning for board appointments and the lowering of the 150 employees threshold for publishing gender pay gap and equal pay statements etc. October
EQUALITY ACT 2010: The public sector Equality Duty: reducing bureaucracy 17 March 2011 Contents Introduction 1 Page Reducing bureaucracy and delivering equality improvements 2 Background 3 Details of the
Equal Opportunity, Discrimination and Harassment Last updated: 22 November 2011 EQUAL OPPORTUNITY, DISCRIMINATION AND HARASSMENT TABLE OF CONTENTS CONTENTS PAGE OVERVIEW... 2 EQUAL OPPORTUNITY LEGISLATION...
Initial Equality Impact Assessment Department Service Area Date 20/10/11 This Initial EqIA will help you to analyse equality in the context of your policy, practice or function. The assessment is a useful
We re and we believe everyone has the right to justice and for their voice to be heard. Prison Law Team Leading prison lawyers The firm has a burgeoning prison practice and has been handling an increasing
Corporate IG02: Data Quality Version Number Date Issued Review Date V4 07/12/2015 01/01/18 Prepared By: Consultation Process: Senior Governance Manager, North of England Commissioning CCG Quality & Safety
NON-PROTECTED sportscotland Human Resources Toolkit Equality & Diversity in Employment 1.1 sportscotland is committed to promoting equality and diversity in employment. sportscotland recognises the unique
Equality Act 2010 Toolkit A resource for the BAME community sector Produced in June 2011 by Roots Research Centre, in collaboration with the 1990 Trust Written by Leander Neckles, Karen Chouhan and Undaleeb
AGENDA ITEM NO. 9 BRISTOL CITY COUNCIL HUMAN RESOURCES COMMITTEE 17 th December 2015 Report of: Title: Ward: Richard Billingham (Service Director: Human Resources) Performance Management N/A Officer Presenting
Department of Health will be issuing new guidance relating to the monitoring of equality in April 2013. The equality and diversity sections within NHS Jobs application forms will be reviewed and updated
LEARNING DISABILITIES POLICY v1.0 Policy Statement: This policy will ensure that the services provided by the Trust are equally and easily accessible to the diverse communities it serves. Key Points This
Summary of the law on DISABILITY DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the age discrimination provisions of the Equality Act 2010. These apply
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
Equality Impact Assessment Report Date to EIA panel, department, DLT or DMT Sign-off path for EIA (please add/delete as applicable) Title of Project, business area, policy/strategy Author Job title, division
Summary of the law on SEXUAL ORIENTATION DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the sexual orientation discrimination provisions of the Equality
Briefing note: July 2012 The importance of nurse leadership in securing quality, safety and patient experience in CCGs Introduction For the NHS to meet the challenges ahead, decisions about health services
Amendments to the Legal Aid, Sentencing and Punishment of Offenders (LASPO) Bill Equality Impact Assessment Introduction This Equality Impact Assessment (EIA) relates to amendments to the Legal Aid, Sentencing
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
Mainstreaming Equality Report 2013 1 Accessibility If you would like this document in a language or format of your choice including large print, audio etc contact NHS Lanarkshire or if you have any questions
CONSULTATION ON PROPOSALS TO REFORM FATAL ACCIDENT INQUIRIES LEGISLATION RESPONDENT INFORMATION FORM Please te this form must be returned with your response to ensure that we handle your response appropriately.
Report to Cabinet Date of Meeting: 24 March 2015 AGENDA ITEM 14 Forward Plan reference number: FP/999/02/15 County Divisions affected by the decision: All Divisions Title of report: Charges for Deferred
National funding formula: equality analysis March 2016 Contents The public sector equality duty 3 What we are proposing in this consultation package 4 Consideration of the protected characteristics identified
NHS Constitution 1 Introduction The NHS is founded on a common set of principles and values that bind together the communities and people it serves patients and public and the staff who work for it. This
THE FUNCTIONS OF CLINICAL COMMISSIONING GROUPS (UPDATED TO REFLECT THE FINAL HEALTH AND SOCIAL CARE ACT 2012) DH INFORMATION READER BOX Policy Clinical Estates HR / Workforce Commissioner Development IM
Equality Impact Assessment Debt Management Policy 1 State which function you are assessing and identify who should be involved in the equality impact analysis Policy/Service Area Selected The Policy to
Item 6 Council 18 June 2014 Report on the outcome of the consultation on the Annual Retention Fee Policy Purpose of paper To report on the outcome of the consultation on the Annual Retention Fee Policy.
Northumberland, Newcastle North and East, Newcastle West, Gateshead, South Tyneside, Sunderland, North Durham, Durham Dales, Easington and Sedgefield, Darlington, Hartlepool and Stockton on Tees and South
General Guidance on the National Standards for Safer Better Healthcare September 2012 About the Health Information and Quality Authority The (HIQA) is the independent Authority established to drive continuous
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
This document is uncontrolled once printed. Please check on the CCG s Intranet site for the most up to date version CONTRACTS REVIEW FOR INFORMATION GOVERNANCE COMPLIANCE PROCEDURE Document Title: Contracts
Fees and Remissions Although this form is not part of the ET1 it must be returned with the claim form if you are making your claim by post. This will assist our staff in confirming that the correct fee
Commissioning fact sheet for clinical groups July 2012 This fact sheet sets out the services to be commissioned by clinical groups (CCGs) from April 2013. It also sets out the complementary services to
National Standards for Safer Better Healthcare June 2012 About the Health Information and Quality Authority The (HIQA) is the independent Authority established to drive continuous improvement in Ireland
Policy Type Information Governance Corporate Standing Operating Procedure Human Resources X Policy Name CCG IG03 Information Governance & Information Risk Policy Status Committee approved by Final Governance,
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,
DELEGATED POWERS REPORT NO. SUBJECT: Closure of Cash Incentive Scheme Control sheet All of the following actions MUST be completed at each stage of the process and the signed and dated report MUST be passed
Workforce Diversity Data January 2015 1 Workforce Diversity Data January 2015 Version number: 2.1 First published: 22/07/2014 in NHS England s Annual Report Prepared by: NHS England People and Organisation
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
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
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
NHS Constitution Patients and the public your rights and NHS pledges to you Everyone who uses the NHS should understand what legal rights they have. For this reason, important legal rights are summarised
Appendix 1 EQUALITY IMPACT: SCREENING AND ASSESSMENT FORM This form is to be used in conjunction with the Equality Impact Assessment Guidelines. Please refer to these before starting; if you require further