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1 Mar 2017: The person to whom the disclosure is made will normally consider the information and decide whether there is a prima facie case to answer. He or she will decide whether an investigation should be conducted and what form it should take. This will

1 Mar 2017: A report of all disclosures and subsequent actions taken will be made by the persons deciding on the issues. This record should be signed by the Investigating Officer and the person who made the disclosure, and dated. Where appropriate the formal

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 Drives the strategic

1 Mar 2017: Any investigation will be conducted sensitively and promptly. The employee will be notified of the intended timetable for the investigation. The person to whom the disclosure is made may authorise an initial investigation to establish the relevant

1 Mar 2017: The University accepts that it has an obligation to ensure that staff who make a disclosure in accordance with this policy are protected, regardless of whether or not the concern raised is upheld. A member of staff who has made a disclosure and who

29 Mar 2017: Managing Confidentiality Any records in relation to an employee's health are confidential and any information that is collected and stored should be held in accordance with the Data Protection Act 1998. The following principles should be followed:

10 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

15 Mar 2017: Identifies opportunities for leveraging existing partnerships or developing new ones that will support the work of both organisations.

15 Nov 2017: In either case you and your Institution will need to prepare a new Job Description on the official form.

10 Apr 2017: The Principal Investigator is responsible for managing the probationary period and for reviewing the performance of the new member of staff. ... It should allow sufficient time to become accustomed to the new working environment and allow time for

15 Mar 2017: New employees need to demonstrate that they have the capability to undertake the duties of the role. ... It is not enough to simply make new employees aware of expected standards of performance at the start of their new role.

10 Oct 2017: 6.1. After any alternative arrangements and/or protective measures have been put in place, the Head of Institution should consider whether any further actions might be necessary, which may include: a. ensuring that any people affected are aware of

1 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.

29 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

28 Mar 2017: Ensuring adequate preparation for new roles and responsibilities through risk assessment and training.

15 Mar 2017: Any new evidence should be shared with both parties prior to reconvening the meeting. ... In most cases, the employee will be promoted on the basis of a probationary period/appointment support period in the new job.

10 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

15 Mar 2017: Builds capability by promoting the development of new techniques. Drives innovation within institution. ... Explores new and innovative ways of working and drives innovation within own area.

10 Apr 2017: 2. What is probation? 2.1 Probation is the period of the appointment of a new member of staff during which the probationer will demonstrate that s/he has the capability ... 3.3 Exceptionally, the probationary period may be extended where a new officer

29 Mar 2017: Procedure Statement of Fitness for Work (‘Fit Note’) A Statement of Fitness for Work (‘Fit Note’) is provided by an employee's doctor , nurse, occupational therapist, physiotherapist or pharmacist (“healthcare professional” [1]). Fit

28 Mar 2017: an employee who is new to the work/institution, a pregnant worker or a new mother) it will rarely be necessary to assess an individual employee's risk.

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. Form PD/PROB/R3 (Word) Form PD/PROB/R3 (RTF) Notes for guidance Newly

21 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

28 Mar 2017: old versus new universities). (Tytherleigh, Webb, Cooper and Ricketts 2005). The main causes of stress identified in all HEI's were:.

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

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

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

28 Mar 2017: Ensuring adequate preparation for new roles and responsibilities e.g., training and development needs.

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