Search
Search Funnelback University
- Refined by:
- Date: 2017
Did you mean people alumni |u:www.hr.admin.cam.ac.uk?
61 -
110 of
186
search results for People aliens |u:www.hr.admin.cam.ac.uk
where 0
match all words and 186
match some words.
Results that match 1 of 2 words
-
Probationary Arrangements for Academic Offices | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/probationary-arrangements-academic-offices10 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 -
Communication | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/behavioural-attributes-framework/communication15 Mar 2017: Communicates persuasively with senior members of the University, the relevant Committees, and with people at all levels across the University and outside the University in the UK and worldwide as appropriate. ... Communicates effectively and -
Appeals | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance/appeals29 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 -
Disciplinary, Grievances and Appeals | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/disciplinary-action-grievances-and-appeals-0/disciplinary-grievances-and-appeals21 Mar 2017: Disciplinary Policy The procedure described below may be reviewed from time to time and any changes will apply to all unestablished staff. The term “Head of institution” denotes Head of Department, Chairman of a Faculty not organised into -
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 -
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, -
Applications of the Behavioural Attributes Framework | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/applications-behavioural-attributes-framework15 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 -
Probationary Arrangements for Assistant Staff | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/probationary-arrangements-assistant-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. COVID-19 Voluntary Impact Assessment Form (Probation) Please refer to -
Negotiating and Influencing | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/behavioural-attributes-framework/negotiating-and15 Mar 2017: Involves people who have positive attitudes to help secure the commitment of others. -
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 -
Guidance | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/employing-and-working-relatives-and-related-matters/guidance21 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 -
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 -
Valuing Diversity | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/behavioural-attributes-framework/valuing-diversity15 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 Considers and respects -
Disciplinary action, grievances and appeals | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/disciplinary-action-grievances-and-appeals-04 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 -
Individual Grievance Procedure | Human Resources
https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/individual-grievance-procedure15 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 -
Innovation and Change | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/behavioural-attributes-framework/innovation-and-change15 Mar 2017: Encourages people to question methods and propose more effective alternatives. Supports, promotes and implements change. ... Introduces new ways of working and overcomes resistance through involving people and demonstrating the benefits. -
Performance Improvement Plan | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy/capability-guidance/performance-improvement-plan15 Mar 2017: Performane Improvement Plan templates: Performance Improvement Plan (Word) Performance Improvement Plan (RTF) Performance Improvement Plan examples (PDF) -
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 -
Sources of Support | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance/sources-support29 Mar 2017: Mediation is a well-established process for resolving disagreements in which an impartial third party (the mediator) helps two or more people in dispute to attempt to reach an agreement and -
Roles and responsibilities | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy/capability-guidance/roles-and-responsibilities15 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 -
Best practice in communicating | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/disabled-applicants-and-members-staff/best-practice-communicating21 Mar 2017: Best practice in communicating -
Selecting the appropriate procedure | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy/capability-guidance/selecting-appropriate-procedure15 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 -
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 -
Ending Fixed Term Contracts | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/ending-fixed-term-contracts27 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 -
Introduction | Human Resources
https://www.hr.admin.cam.ac.uk/pay-benefits/grading/grading/change-existing-role/review-filled-posts/regrade-rolling/introduction29 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 -
Pro forma PD/PROB/R2 | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/pro-formae-pdprobr2-and-pdproba2/pro-forma-pdprobr214 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 -
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 -
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 -
Related policies and procedures | Human Resources
https://www.hr.admin.cam.ac.uk/staff-and-students-relationship-policy/staff-and-students-relationships-guidance/related-policies10 Oct 2017: Search site. Human Resources. Related policies and procedures. 2.1. Links to related University policies, statements, sources of support and further information can be found below:. Disciplinary policies. All University Officers or Established -
Professional behaviour between members of staff and students | Human…
https://www.hr.admin.cam.ac.uk/staff-and-students-relationship-policy/staff-and-students-relationships-guidance/professional10 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 -
Managers' Guide | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/disabled-applicants-and-members-staff/support-services-available-within/managers20 Mar 2017: Recruiting a disabled person What to do if somebody you manage has a disability requiring support -
Procedure | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/secondment-policy/procedure29 Mar 2017: General Guidance The University’s recruitment policy should be followed, for example when advertising the secondment and selecting the preferred candidate: https://www.admin.cam.ac.uk/cam-only/offices/hr/recruitment/ The employee should discuss -
Action by Head of Institution | Human Resources
https://www.hr.admin.cam.ac.uk/staff-and-students-relationship-policy/staff-and-students-relationships-policy-supplementary/action10 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 -
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 -
Roles and Responsibilities | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance/roles-and-responsibilities29 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 -
Managing Frequent Short-Term Sickness Absence | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance/managing-frequent-short-term29 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 -
Eligibility | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/special-leave-policy/eligibility27 Mar 2017: This policy applies to all employees of the University of Cambridge. However, specific eligibility criteria may apply in relation to particular types of special leave as set out under the relevant policy section. There may be occasions when Heads of -
Sickness Absence Guidance | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance29 Mar 2017: Status This guidance supports staff and Institutions in implementing the Sickness Absence Policy and provides information on good practice. It should be read in conjunction with the policy document. This guidance is not University policy and does -
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 -
Documentation | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/silp/documentation30 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 -
Roles and Responsibilities | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/managing-stress-and-promoting-wellbeing-work-policy/policy-statement/roles-and28 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 -
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 -
Statement of Policy | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/secondment-policy/statement-policy29 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. -
Disciplinary procedures | Human Resources
https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/disciplinary-procedures15 Nov 2017: Disciplinary Procedures (Rules H1 to H20) A disciplinary procedure is helpful to the proper and successful functioning of the University and in ensuring that individuals are treated fairly. The University has therefore agreed a detailed procedure -
The workplan highlights the high priority projects under the ...
https://www.hr.admin.cam.ac.uk/files/final_-_nov_work_plan_17_18_priority_summary_strategic.pdf4 Dec 2017: Each strategic project is clearly linked to one of the eight People Strategy goals. ... To provide an environment where people's health and wellbeing is. actively promoted, they are engaged with the wider University and feel. -
Pro formae PD/PROB/R1 and PD/PROB/A1 | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/pro-formae-pdprobr1-and-pdproba110 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 -
Pay | Human Resources
https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/pay14 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 -
How the framework can help | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/how-framework-can-help15 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 -
Miscellaneous | Human Resources
https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/miscellaneous14 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 -
Summary of leave for personal or family reasons | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/leave/summary-leave-personal-or-family-reasons27 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,
Search history
Recently clicked results
Recently clicked results
Your click history is empty.
Recent searches
Recent searches
Your search history is empty.