Search
Search Funnelback University
- Refined by:
- Date: 2017
101 -
150 of
179
search results for `Latest News` |u:www.hr.admin.cam.ac.uk
Fully-matching results
-
Probationary Arrangements | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements10 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 -
Management Guidance | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/managing-stress-and-promoting-wellbeing-work-policy/management-guidance28 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 -
Capability Guidance | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy/capability-guidance15 Mar 2017: This guidance supports staff and institutions in implementing the Capability Policy and provides information on good practice. It is not University policy and does not form part of employees' terms and conditions of employment. Defining Capability -
Statement of Policy | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy/statement-policy15 Mar 2017: The mission of the University of Cambridge is to contribute to society through the pursuit of education, learning, and research at the highest international levels of excellence. In support of this aim, the University is committed to ensuring that -
Disabilities and Reasonable Adjustments | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance/disabilities-and-reasonable29 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 -
Whistleblowing Policy: public disclosure by University employees |…
https://www.hr.admin.cam.ac.uk/policies-procedures/whistleblowing-policy-public-disclosure-university-employees1 Mar 2017: Advice and Instructions for Staff The term ‘whistleblowing’ has no legal definition within EC or UK law; however, it has been used to describe incidents where an employee (which for these purposes includes not only employees but workers and -
Disabled applicants and members of staff | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/disabled-applicants-and-members-staff20 Mar 2017: The following pages seek to provide guidance and support to disabled staff, as well as to their line managers and colleagues. The aim is to share information in one place on the website to ensure that the University of Cambridge provides an -
Dishonesty in the workplace | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/dishonesty-workplace21 Mar 2017: Any policy recommending action in case of theft or other misappropriation involves a number of agencies and offices: The Director of Finance, who is accountable for the University's financial resources and the Insurance Officer, who is responsible -
Disabilities | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/disabilities29 Mar 2017: 6. Disabilities 6.1. The University acknowledges that sickness absence may result from a disability. Disability is defined under the Equality Act (2010) as a physical or mental impairment that has a 'substantial' and 'long-term' negative effect on -
Statement of Policy and Eligibility | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/silp/statement-policy-and-eligibility30 Jun 2017: 3. Statement of Policy 3.1 Employees adversely affected by pension tax allowances may choose to opt out of future pension provision and apply for a cash supplement of up to 12%, subject to certain eligibility criteria. 4. Eligibility 4.1 To be -
Sickness Absence Review Process | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-review-process29 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 -
Probationary Arrangements for Staff in Academically-Related Grades |…
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/probationary-arrangements-staff-academically-related10 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 -
Forms | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/special-leave-policy/forms28 Mar 2017: CHRIS/68 Special Leave (Paid and Unpaid) Application Form -
Managing Long-Term Sickness Absence | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance/managing-long-term-sickness29 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 -
Evaluating Risk using the HSE Management Standards: Guidance to…
https://www.hr.admin.cam.ac.uk/policies-procedures/managing-stress-and-promoting-wellbeing-work-policy/policy-statement/causes-028 Mar 2017: 1. Introduction The document below gives guidance on how to evaluate risk using the HSE management standards. HSE standards, which are in draft form, originally included ‘organisational culture’ as a separate standard since this is key in -
Procedure | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/whistleblowing-policy-public-disclosure-university-employees/procedure1 Mar 2017: In many cases it will be appropriate for the member of staff to raise any concerns informally with their line manager in the first instance, either in person or in writing. It may be possible to agree a way of resolving the concern quickly and -
Links to Other Policies and Guidance | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/links-other-policies-and-guidance29 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 -
Occupational Health Referral | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/occupational-health-referral29 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 -
Absence through sickness | Human Resources
https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/absence-through-sickness14 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, -
Sickness Absence Review Process | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance/sickness-absence-review29 Mar 2017: Sickness Absence Review Process Conducting Informal Discussions Sickness absence concerns are most effectively managed as early as possible. In most cases informal discussions between the manager and the employee will help to understand the issues -
Maternity and other family-related Leave and Pay | Human Resources
https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/maternity-and-other-family-related-leave-and-pay14 Nov 2017: Maternity and other family-related Leave and Pay (Rules J1–J27) The University has published a maternity policy which applies to all staff and includes general guidance including health and safety advice. This is also available from your Head of -
Statement of Policy | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/special-leave-policy/statement-policy28 Mar 2017: The University will endeavour to grant reasonable time off to employees as set out below, taking in to consideration the operational needs of their Institution. -
External disclosure | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/public-interest-disclosure-university-employees-whistleblowing-policy/external1 Mar 2017: The aim of this policy is to provide an internal mechanism for reporting, investigating and remedying any wrongdoing in the workplace. In most cases the member of staff should not find it necessary to alert anyone externally. -
Role Profile Guidance | Human Resources
https://www.hr.admin.cam.ac.uk/pay-benefits/grading/grading/grading-forms-and-guidance-notes/role-profile-guidance24 Feb 2017: About the Role Profile The Role Profile is designed to be used in conjunction with the Higher Education Role Analysis (HERA) job evaluation scheme, and the HERA Support Tool is designed to ensure that Departments cover the HERA scheme when writing a -
Relationship Building | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/behavioural-attributes-framework/relationship-building15 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 Builds and manages -
Other University Procedures to Support Performance | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy/capability-guidance/other-university-procedures-support15 Mar 2017: Managing performance effectively is not just about having the appropriate procedures in place to deal with underperformance. It is also about ensuring that employees receive the support, recognition, training and development they require to build -
Regrade (Re-organisation) | Human Resources
https://www.hr.admin.cam.ac.uk/pay-benefits/grading/grading/change-existing-role/review-filled-posts/regrade-re-organisation24 Feb 2017: Regrade (Re-organisation) Used where the change in duties has been initiated by the Institution and where there is a clearly identifiable point in time from which the new version of the Role Profile will be effective. Changes due to restructuring or -
Disclosure | Human Resources
https://www.hr.admin.cam.ac.uk/staff-and-students-relationship-policy/staff-and-students-relationships-guidance/disclosure10 Oct 2017: 4.1 This Guidance supports Heads of Institutions with notifications that they may receive through the Staff and Students Relationships Policy (referred to as the Policy). It does not cover all scenarios and it is recommended that advice is sought -
Action by Head of Institution | Human Resources
https://www.hr.admin.cam.ac.uk/staff-and-students-relationship-policy/staff-and-students-relationships-guidance/action-head10 Oct 2017: 5.1. Following receipt of a disclosure, the Head of Institution or equivalent post-holder will ensure as appropriate that the student is aware of the disclosure and that any appropriate alternative arrangements are put in place to avoid the member -
Overtime and Bank Holiday Compensation | Human Resources
https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/overtime-and-bank-holiday-compensation14 Nov 2017: You may be required to work reasonable overtime, but overtime is worked only when necessary in the interests of the University, and must be authorised beforehand by your Head of Institution. You will be compensated for overtime worked either by -
Who can raise a concern? | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/public-interest-disclosure-university-employees-whistleblowing-policy/who-can1 Mar 2017: Any member of staff who has a reasonable belief that there is serious malpractice relating to any of the protected matters specified in Scope of the Policy, may raise a concern under the procedure detailed here. The issues raised under the protected -
Formal Sanctions | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance/formal-sanctions29 Mar 2017: Formal Sanctions Improvement Notice If as a result of a formal Stage 1 or 2 Absence Review Meeting the employee’s attendance is found to be unsatisfactory the manager will write to the employee to issue an Improvement Notice. The Improvement -
Innovation and Change | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/behavioural-attributes-framework/innovation-and-change15 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 Fosters a culture of -
Guidance on boundaries between support and responsibility | Human…
https://www.hr.admin.cam.ac.uk/staff-and-students-relationship-policy/staff-and-students-relationships-guidance/guidance-boundaries10 Oct 2017: 8.1. Where an individual is a student and a staff member, such as a research student teaching undergraduate students or acting in a supervisory capacity; that individual could also be captured by the definition of a ‘Relevant staff member’ where -
Achieving Results | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/behavioural-attributes-framework/achieving-results15 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 Demonstrates a -
People Development | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/behavioural-attributes-framework/people-development15 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 Creates an environment -
Pro forma PD/PROB/A3 | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/proformae-pdprobr3-and-pdproba3/pro-forma-pdproba314 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/A3 Form PD/PROB/A3 (Word) Form PD/PROB/A3 (RTF) Notes for -
Pro forma PD/PROB/R1 | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/pro-formae-pdprobr1-and-pdproba1/pro-forma-pdprobr113 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/R1 Form PD/PROB/R1 (Word) Form PD/PROB/R1 (RTF) Notes for -
Pro forma PD/PROB/A1 | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/pro-formae-pdprobr1-and-pdproba1/pro-forma-pdproba113 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/A1 Form PD/PROB/A1 (Word) Form PD/PROB/A1 (RTF) Notes for -
Pro forma PD/PROB/A2 | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/pro-formae-pdprobr2-and-pdproba2/pro-forma-pdproba214 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/A2 Form PD/PROB/A2 (Word) Form PD/PROB/A2 (RTF) Notes for -
Definitions | Human Resources
https://www.hr.admin.cam.ac.uk/staff-and-students-relationship-policy/staff-and-students-relationships-guidance/definitions10 Oct 2017: 3.1. Abuse of power is where a position of power or authority is used in an unacceptable manner. This can take various forms and may include, but is not limited to, grooming, manipulation, coercion and pressurising others to engage in conduct they -
Probationary Arrangements for Contract Research Staff | Human…
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/probationary-arrangements-contract-research-staff10 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. The following procedures belong to the Career Management Scheme for -
Selecting the Appropriate Procedure | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance/selecting-appropriate29 Mar 2017: Selecting the Appropriate Procedure It is important to identify the correct procedure for managing absence issues as early as possible so that appropriate support can be offered to the employee. Advice should be sought from HR if managers are unsure -
Policy statement | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/managing-stress-and-promoting-wellbeing-work-policy/policy-statement28 Mar 2017: Managing Stress and Promoting Wellbeing at Work The University of Cambridge is committed to providing a safe and healthy working environment for its staff and recognises the importance of fostering psychological as well as physical well-being. This -
Further Information | Human Resources
https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/further-information15 Nov 2017: Further Information The following information does not form part of your contract of employment. Grading of posts and career progression On appointment you will be given a job description which outlines the activities and responsibilities of your -
Sources of Support | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance/sources-support29 Mar 2017: Sources of Support Consideration should be given to the wide range of support available to assist employees in managing their health, attendance and wellbeing. Consideration should also be given to advice and guidance that can be offered by managers -
Risk Assessment: Management Guidance | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/managing-stress-and-promoting-wellbeing-work-policy/management-guidance/risk28 Mar 2017: The University has an obligation to provide a safe and healthy working environment for all employees; identifying and managing risk is an integral part of this. As far as stress is concerned, this means identifying those jobs which can place -
Pro forma PD/PROB/R3 | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/proformae-pdprobr3-and-pdproba3/pro-forma-pdprobr314 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. Form PD/PROB/R3 (Word) Form PD/PROB/R3 (RTF) Notes for guidance Newly -
Support for staff and managers | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy/capability-guidance/support-staff-and-managers15 Mar 2017: Support for staff Consideration should be given to the wide range of support available to assist employees in improving and enhancing their performance. This may be in house or provided by external providers. Examples include training, mentoring, -
Causes of work-related stress | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/managing-stress-and-promoting-wellbeing-work-policy/policy-statement/causes-work28 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
Search history
Recently clicked results
Recently clicked results
Your click history is empty.
Recent searches
Recent searches
Your search history is empty.