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10 Jul 2017: Working towards the new People Strategy We are currently developing our next People Strategy for the University. Engagement with our community will inform its development, ensuring it enables colleagues to do their best work in support of the

9 Aug 2017: Q. How do I obtain the latest version of the Role Profile, Grading Front Sheets (NR1 & RR1) and supporting guidance notes? ... The latest version can be accessed through the Forms and Guidance page of the grading website.

27 Mar 2017: Summary of Leave The following tables summarise the types of leave available to academic, academic-related, or contract research staff. Leave entitlement for Assistant Staff is set out in full in the Assistant Staff Handbook. Leave of absence for

14 Nov 2017: This Handbook helps to explain your terms and conditions of employment. It relates specifically to staff with the status of 'University Assistant'. Other categories of staff may have different terms and conditions in some respects. Please navigate

30 Jun 2017: 1. Contents Contents Background Statement of Policy Eligibility Guidance Procedure Documentation Additional Sources of Information FAQ's Printable version of the Policy A printable version of the Policy is available below: Supplement in Lieu of

4 Dec 2017: Please note that telephone lines within the HR division have been disrupted over the last few days. Although the problem appears to be resolved, please try again if you have encountered difficulties in contacting us.

15 Mar 2017: Behavioural attributes (or behavioural competencies) are a way of describing a range of individual characteristics that can be measured and can be shown to differentiate effective and ineffective performance. A job role will usually require the

23 Jan 2017: Please click here to view the HR Bulletin for Michaelmas 2016. If you wish to be added to the distribution list then please email danielle.attridge@admin.cam.ac.uk. The next HR Bulletin will be available in the Lent Term.

29 Mar 2017: The University is committed to the development of its employees. Secondments are a valuable tool for individual career development and for developing the skills of an organisation. A 'secondment' is the temporary move or ‘loan' of an employee

5 Sep 2017: The Universities and Colleges Employers Association (UCEA) has confirmed that implementation of the pay settlement effective from 1 August 2017 may proceed.

4 Jul 2017: The changes to pension taxation rules on how much an employee can save up to the Annual Allowance (AA) or Lifetime Allowance (LTA) has made membership of a pension scheme potentially unattractive for some employees. If you believe you may be

15 Mar 2017: Capability refers to an employee's ability to perform the work expected of them to the standard required. This may be assessed by reference to an employee's skill, aptitude, health or any other physical or mental quality in relation to the job that

29 Mar 2017: 1.Context 1.1.The University of Cambridge is committed to promoting the health and wellbeing of all employees. This policy and the associated guidance aim to promote supportive and effective management of absence due to ill-health (commonly known as

7 Feb 2017: Today, UIS and the HR Division have launched a new version of Employee Self Service (ESS). ESS lets you update some of your personal details and check your payslips and P60s. The new version offers a modern look and feel and has a number of

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

4 Apr 2017: Context The following information about policies and procedures relating to disciplinary action, grievances and appeals is available online. Please note that appeals arising from capability and sickness absence decisions should be heard in

29 Mar 2017: CHRIS 71 - External Secondment Form Secondment Agreement templates are available from the relevant School HR Business Manager/Adviser.

12 Jun 2017: If you wish to confirm that this email is genuine, please refer to the HR Division web page, which has a “Latest news” item on the need to update your details.

29 Mar 2017: Secondments are open to all staff groups, regardless of University service. If the substantive role is a fixed term contract or has limited funding, this should be considered when assessing the suitability and duration of the secondment. It is

30 Jun 2017: Search site. Human Resources. FAQ’s. Q. Who will decide if I am eligible for a pension cash supplement? A supplement in lieu of pension will be paid to any employee who meets the eligibility criteria set out in the policy. The Head of Pensions

27 Mar 2017: Eligibility Heads of academic institutions after taking on this duty for a continuous period of two years or more (Heads of academic institutions are defined as the holders of the offices in the Schedule to Special Ordinance C (i) 1 or equivalent,

29 Mar 2017: Review Process Overview Informal Discussion Formal Stage 1 Absence Review Formal Stage 2 Absence Review Formal Stage 3 Absence Review

8 Feb 2017: Applications are invited for the April 2017 exercise of the Contribution Increment Scheme for Researchers. Institutions should send completed HR/37 forms to ResearchIncrements@admin.cam.ac.uk no later than 17 March 2017. Awards approved, under the

23 Oct 2017: Applications are invited for the January 2018 exercise of the Contribution Increment Scheme for Researchers. Institutions should send completed HR/37 forms to ResearchIncrements@admin.cam.ac.uk no later than 1 December 2017. Awards approved, under

27 Mar 2017: 1. Introduction This is a quick and simple guide to the procedures for ending fixed term contracts that must be followed for all staff with limited tenure across the University. This includes research staff (who make up the majority of our staff on

2 May 2017: Applications are invited for the October 2017 exercise of the Contribution Increment Scheme for Researchers. Institutions should send completed HR/37 forms to ResearchIncrements@admin.cam.ac.uk no later than 8 September 2017. Awards approved, under

15 Mar 2017: The Policy applies to employees of the University of Cambridge under a contract of employment, except for University Officers whose procedures are contained in Statutes and Ordinances. Individuals engaged through the Temporary Employment Service (TES

21 Mar 2017: Context 1.1 All members of the University community have the right to be treated fairly, equitably and without bias. This right should not be compromised by any personal relationships that an individual or their colleagues may have with other

21 Jul 2017: With effect from 1 April 2023, 'new' 2016 pay system for clinical academics and doctors in training. Nodal point Stage of NHS training 2022 2023 1 FY1 £29,384 £32,398 2 FY2 £34,012 £37,303 3 CT1 or ST1/SpR1 CT2 or ST2/SpR2 £40,257 £43,923 4

28 Mar 2017: Introduction The University's Managing Stress and Promoting Wellbeing policy provides a source of reference material for all staff dealing with stress at work. Managing stress presents a challenge to all those concerned — it can be difficult to

30 Jun 2017: 8. Additional Sources of Information For further information about this policy, please contact the Head of Pensions, Mrs Sue Curryer, Sue.Curryer@admin.cam.ac.uk Further information is available at the links below: USS pension tax information HMRC:

21 Mar 2017: The University of Cambridge is committed in its pursuit of academic excellence to equality of opportunity and to a pro-active and inclusive approach to equality, which supports and encourages all under-represented groups, promotes an inclusive

14 Mar 2017: The following information about policies and procedures relating to disciplinary action, grievances and appeals is available online. Please note that appeals arising from capability and sickness absence decisions should be heard in accordance with

28 Mar 2017: In all cases, an employee must discuss any application they wish to make for special leave with their Head of Institution at the earliest opportunity. For emergency or compassionate leave this should be as soon as reasonably practicable. If an

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

29 Mar 2017: General principles These principles must be applied throughout the process in order to achieve fair and proper consideration of applications. Natural justice 6.1 ‘natural justice’ is defined as ‘due process of law’ or the ‘requirements of

27 Mar 2017: Guidelines on mentoring for newly appointed staff Rationale Mentoring is a means of providing structured support to a member of staff in the early stages of a new appointment. It is particularly relevant for members of staff in academic, academic

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

15 Mar 2017: Behavioural attributes are defined through examples of behaviours you would see when someone is exhibiting the attribute, these are known as positive indicators within the University's framework. Each attribute is, therefore, a collection of related

14 Mar 2017: 1. Introduction/Context 1.1 The University recognises that staff may face difficulties attending their place of work and returning home during periods of adverse weather conditions such as heavy snow falls, flooding, or other adverse weather

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

14 Nov 2017: Established status The Rules specify that certain procedures are different for established and unestablished assistants. All assistants achieve established status (Rule A9) after 12 months' continuous service. Medical screening Before you are

28 Mar 2017: Stipend Conditions and documentation Compassionate leave The existing compassionate leave provisions under the Assistant Staff Rules, Assistant Staff Handbook, Staff Guide and Summary of Leave Table will apply. Further guidance is available.

27 Mar 2017: Type of Leave Stipend Normally Payable Conditions Sick leave (Special Ordinance C (i) 2 (a) Sick leave with full pay followed by a period at half pay, according to period of service. (This includes element of Statutory Sick Pay, SSP). See Reporter,

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 documentation pertaining to probationary arrangements for

28 Mar 2017: Employees Submit special leave requests to the relevant manager using the appropriate documentation and providing supporting information where needed. Employees can contact their HR Adviser in the first instance to discuss the special leave request

15 Mar 2017: How the framework can help University staff As the behavioural attributes framework is introduced across more HR processes it will assist staff in a number of ways: In terms of recruitment Those involved with selection will have a clear

14 Nov 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

29 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 on either a permanent or temporary basis for up to 5 years at a time (renewable); Sabbatical leave