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Additional Sources of Information | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/silp/additional-sources-information30 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: -
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 | 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 -
Effects of Work-Related Stress | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/managing-stress-and-promoting-wellbeing-work-policy/policy-statement/effects28 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 -
Senior Researcher Promotions Procedure and Guidance 2019 | Human…
https://www.hr.admin.cam.ac.uk/policies-procedures/senior-researcher-promotions-procedure-and-guidance-201925 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 -
Access to Work | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/disabled-applicants-and-members-staff/access-work21 Mar 2017: Search site. Human Resources. 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 ... Unemployed or employed disabled people who need help with -
Summary of leave: temporary flexible working | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/leave/summary-leave-temporary-flexible-working27 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 -
Roles and responsibilities | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/special-leave-policy/roles-and-responsibilities28 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 -
Appeals Procedure | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/ending-fixed-term-contracts/appeals-procedure27 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 -
Formal resolution | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy/capability-guidance/formal-resolution15 Mar 2017: If informal action has not succeeded in addressing and resolving the underperformance or if the problem is more serious and a more structured, formal approach is needed, consideration will be given to whether there are grounds for undertaking formal -
Staff guidance | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/managing-stress-and-promoting-wellbeing-work-policy/staff-guidance28 Mar 2017: Q. Who's at risk? Are some people more likely to suffer than others? ... People have very different mental responses to the body's natural reaction to stressful situations. -
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 -
Background to the Procedures | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/ending-fixed-term-contracts/background-procedures27 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 -
Questions and answers | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/questions-and-answers29 Mar 2017: Search site. Human Resources. Questions and answers. Q. What should I do if I am unwell and unable to work? First notify your immediate manager by telephone as early as possible on the first day of your absence. You should provide your manager with -
Bullying and harassment | Human Resources
https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/bullying-and-harassment15 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 -
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 -
Capability Toolkit | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy/capability-guidance/capability-toolkit15 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, -
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 -
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 -
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 -
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 -
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 -
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 -
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 -
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 -
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 -
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 -
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 -
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
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