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29 Mar 2017: Forms and templates CHRIS/62 Sickness Self Certificate Pay arrangements during sickness absence

10 Apr 2017: These probationary arrangements expired on 30 September 2021. For the University’s revised probationary arrangements which apply from 1 October 2021, please follow this link. COVID-19 Voluntary Impact Assessment Form (Probation) Please refer to

15 Mar 2017: Appeals against warnings or other sanctions An appeal against the outcome of any formal stage should be made in writing under the appeal procedure for the relevant staff category. The purpose of the appeal hearing is to establish if the outcome of

25 Aug 2017: Launch letter and Guidance 2019 Launch letter 2019 Guidance Manual 2019 General principles appendix Forms SRP1 Application (coversheet) - pdf SRP1 Application (coversheet) - word SRP2 Personal statement (coversheet) - pdf SRP2 Personal statement

27 Mar 2017: Type of Leave Stipend Normally Payable Conditions Leave to work part-time on a temporary basis Special Ordinances C (i) 2 (c), Form CHRIS/74 Pro rata for up to 3 (awaiting approval to change to 5) years at a time (renewable); Sabbatical leave

14 Nov 2017: Method of payment Your salary will be paid directly into your bank, building society or equivalent account. Salaries are paid on the 26th of the month (or the Friday before if that date is a non-working day). You will receive a monthly statement of

27 Mar 2017: Type of Leave Stipend Normally Payable Conditions Sabbatical Leave (Statute C1 and Special Ordinance C (i) 1, Form CHRIS/67 According to the rules for payment of stipend whilst on leave under Special Ordinance C(i) — normally accrued at rate of

14 Nov 2017: Holidays (Rules B22–B30) As explained in the previous section, hours of work are calculated as an annual number of hours. The standard working week is 36.5 hours, although staff in some institutions work a longer week and thus earn additional days

27 Mar 2017: Appeals Procedure A member of staff who wishes to appeal against the decision to end their fixed term contract must submit notice of their appeal in writing. This notice of appeal should set out the grounds of the appeal and state whether the appeal

15 Nov 2017: Bullying and Harassment (Rules K1–K2) The University is committed to creating and maintaining a safe, welcoming and inclusive community that nurtures a culture in which we treat one another with courtesy and professionalism, even while robustly

27 Mar 2017: Background to the Procedures for the Ending of Fixed Term Contracts Dismissal Circulars were sent out in 1999 from HR, advising institutions of an appropriate and practicable policy and procedures for ending fixed term contracts in the case of

29 Mar 2017: The University will endeavour to promote secondment opportunities as set out in the sections below, taking into consideration the operational needs of their Institution. Please see also the Procedure section.

29 Mar 2017: 5. Occupational Health Referral 5.1. Where medical advice is sought, such as where there has been long-term absence or repeated short absences, a referral to Occupational Health for an assessment and advice about any ill-health concerns may be

15 Mar 2017: Skills to support managers and individuals Very few of us choose to perform our work badly, make mistakes or fail to complete tasks. There are often good reasons why an individual is struggling at work, such as problems with colleagues or at home,

29 Mar 2017: Appeals An appeal against the outcome of any formal stage should be made in writing under the appeal procedure for the relevant staff category. The purpose of the appeal hearing is to establish if the outcome of the procedure was appropriate and

30 Jun 2017: 7. Documentation Supplement in lieu of pension application form Opt out and enhanced opt out forms are available on the USS website https://www.uss.co.uk/members/members-home/resources/forms Voluntary salary cap form (A form can be obtained from the

14 Nov 2017: Sickness Absence Reporting Procedure If you cannot attend work due to ill-health you should notify your manager (or a designated person within your Institution) of your absence by telephone as soon as possible on the first day of absence and,

15 Nov 2017: Termination of Employment (Rules A6 to A8) Resignation If you wish to resign from your employment with the University, you must inform your Head of Institution in writing providing four weeks' notice.

29 Mar 2017: 8. Links to Other Policies and Guidance Capability Stress at Work Maternity Leave Disability and Employment Disciplinary, grievance and appeals Special Leave The University also has a range of support services available to staff, these can be found

10 Oct 2017: This supporting guidance is intended to assist institutions and individuals with interpreting and implementing the Staff and Students Relationships Policy. 1. Introduction 1.1. The Policy concerning Personal Relationships between staff and students

21 Mar 2017: Access to Work is a scheme run by the Department of Work and Pensions that supports disabled people in overcoming work related obstacles resulting from their disability or health condition. It provides both the disabled member of staff and the

21 Mar 2017: 4.1 It is recognised that this policy may significantly affect some current working arrangements in Departments/Institutions. Line managers are encouraged to seek advice from their relevant HR Business Manager or Adviser where necessary when

15 Mar 2017: Performane Improvement Plan templates: Performance Improvement Plan (Word) Performance Improvement Plan (RTF) Performance Improvement Plan examples (PDF)

21 Mar 2017: Best practice in communicating

15 Nov 2017: Individual Grievance Procedure (Rules G1–G4) The University recognises that employees may, from time to time, have concerns or complaints about their work, working relationships or their working environment. In this event employees may raise a

20 Mar 2017: Human Resources Business Partnering Team The HR Business Partnering team exists to support members of staff and line managers in the various University institutions by providing advice and guidance and promoting best practice in all areas of HR,

15 Mar 2017: The framework can be used to support University staff in a number of areas, including: Recruitment and Selection Departments/institutions have the option to choose to use behavioural attributes as part of the recruitment and selection process for

21 Mar 2017: Useful contacts outside the University Access To Work Access to Work is a scheme run by the Department of Work and Pensions that supports disabled people in overcoming work related obstacles resulting from their disability or health condition. It

15 Mar 2017: The Manager Will normally be the employee’s line manager or a more senior manager and is responsible for ensuring that the employee is informed of standards of performance required. The manager should address underperformance issues when they

15 Mar 2017: The positive indicators are intended for use as a guide only and are not exhaustive. Not all indicators will be applicable to all roles within a grade and in some cases may be appropriate to a greater or lesser degree. Level A Communicates

3 Nov 2017: Date of Retirements Committee Meeting Deadline for application paperwork* to be received by HR Business Manager, for circulation to the Retirements Committee 18 May 2023 20 April 2023 14 September 2023 17 August 2023 23 November 2023 26 October

28 Mar 2017: Summary of Actions Managers Assess the work environment for the presence of stressors, planning ahead and taking action to control and minimise risk to employee well-being. Ensure good communications and a supportive environment. Ensure adequate

15 Mar 2017: Identifying underperformance It is important to identify the correct procedure for managing performance issues as early as possible so that appropriate support can be offered to the employee. Whether performance concerns should be managed under the

28 Mar 2017: Where stress is not controlled and the individual and organisation suffers, the following may be observed: Effects on people may include: Physical Sleep disturbances Headaches Gastrointestinal upset Raised blood pressure/cardiovascular disease

27 Mar 2017: What are the regulations? These regulations (arising from the Employment Act 2002) came into force from 1 October 2004. They set out a framework for dealing with disciplinary, dismissal and grievance procedures at work. Failure to comply with these

10 Apr 2017: These probationary arrangements expired on 30 September 2021. For the University’s revised probationary arrangements which apply from 1 October 2021, please follow this link. Extensions to probation: COVID-19 Voluntary Impact Assessment The

29 Mar 2017: Scheme with effect from August 2008, for academic-related and assistant staff in grades 1–11. Introduction 1.1 The purpose of the regrading procedure is to allow for the re-evaluation of the duties and grades of academic-related and assistant

21 Mar 2017: 3. This document states the University's policy where personal and professional relationships overlap. It aims to ensure that individual members of staff act with propriety, and without bias, abuse of authority or conflict of interest in executing

28 Mar 2017: Research commissioned by the Health and Safety Executive has indicated that: about half a million people in the UK experience work-related stress at a level they believe is making them ill up to 5 million people in the UK feel ‘very’ or

14 Nov 2017: The use of this form ended on 30 September 2021. For the University’s revised probationary arrangements and forms which apply from 1 October 2021, please follow this link. Pro forma PD/PROB/R2 Form PD/PROB/R2 (Word) Form PD/PROB/R2 (RTF) Notes for

28 Mar 2017: Management Guidance These guidelines should be read in conjunction with the overall policy statement and the information for individuals, as follows: Policy statement Staff guidance Heads of Institution are responsible for the management of stress

29 Mar 2017: Managing Frequent Short-Term Sickness Absence Understanding Possible Causes It is important to understand there may be a variety of reasons for frequent short-term sickness absences, including: An underlying medical condition; An unusually high, but

29 Mar 2017: Roles and Responsibilities Manager Ensures employees are aware of the Sickness Absence Policy and what is expected of them via local induction and day-to-day management. Addresses sickness absence issues when they become known and seeks to resolve

10 Oct 2017: 9.1. Code of Behaviour 9.1.1 All staff are expected to act in line with the University Code of Behaviour, which sets out the University’s expectations around how we should and should not behave towards other members of our community. Whilst all

29 Mar 2017: 7. Sickness Absence Review Process Review Process Overview Informal Discussion Formal Stage 1 Absence Review Formal Stage 2 Absence Review Formal Stage 3 Absence Review 7.1.Conducting Informal Discussions 7.1.1.In the first instance it may be

28 Mar 2017: Search site. Human Resources. Roles and Responsibilities. Q. Heads of institution and managers. Line managers should be alert to the risk of work-related stress in their staff and to signs of adverse reactions in individuals. This awareness will

29 Mar 2017: Disabilities and Reasonable Adjustments An employee who is off sick for a lengthy period of time may be disabled for the purposes of the Equality Act 2010. If this is the case the employee will be entitled to protection against discriminatory

10 Apr 2017: These probationary arrangements expired on 30 September 2021. For the University’s revised probationary arrangements which apply from 1 October 2021, please follow this link. COVID-19 Voluntary Impact Assessment Form (Probation) Please refer to

30 Jun 2017: 2. Background 2.1 The University’s pension schemes are a critical element of the reward offering allowing the University to attract and retain the most talented employees from around the world. 2.2 Changes to pension taxation have meant that

29 Mar 2017: Reviewing Long-Term Sickness Absence There are two stages to managing an employee's long-term sickness absence. The first is to manage the employee's absence from work and the second to manage their return to work. The management of an employee's