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20 Mar 2017: No. Yes No. Access to work – if new employee must be applied for within 6 weeks of commencing post.

27 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

14 Nov 2017: of the year already worked, and you should discuss with your present and your new institution how and when this leave can be taken in the light of the needs of

27 Mar 2017: The University is committed to developing work practices and human resource policies that support work-life balance and equality of opportunity in employment. Any special leave granted is always on the provision that it is subject to the operational

27 Mar 2017: Type of Leave Stipend Normally Payable Conditions Sabbatical Leave (Statute C1 and Special Ordinance C (i) 1, Form CHRIS/67 According to the rules for payment of stipend whilst on leave under Special Ordinance C(i) — normally accrued at rate of

24 Feb 2017: test new systems, analyse financial data); then. Stating briefly the purpose of the activity in terms of outputs or standards to be achieved (e.g. ... test new systems to enable them to meet the agreed systems specification; analyse financial data using

29 Mar 2017: the introduction of a new initiative. policy development. a specific task of limited duration or with an uncertain future. ... a short-term appointment to cover a new area of work prior to making a permanent appointment.

29 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

3 Aug 2017: Document 8 completed. 10. DOCUMENT 4. New form used and signed and dated.

21 Aug 2017: reviewing existing policies, many of which are outdated and cumbersome. In other areas it will involve developing new policy and practice.

14 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,

15 Nov 2017: Normally the University will be informed in good time by the sponsor that new funding will be provided; however if when the date when your employment is due to terminate is ... If new funding is not available to continue your employment with the

21 Mar 2017: Access to Work is a scheme run by the Department of Work and Pensions that supports disabled people in overcoming work related obstacles resulting from their disability or health condition. It provides both the disabled member of staff and the

29 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

29 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

10 Oct 2017: This supporting guidance is intended to assist institutions and individuals with interpreting and implementing the Staff and Students Relationships Policy. 1. Introduction 1.1. The Policy concerning Personal Relationships between staff and students

21 Mar 2017: This policy will be effective immediately for the recruitment of new members of staff.

15 Mar 2017: Performane Improvement Plan templates: Performance Improvement Plan (Word) Performance Improvement Plan (RTF) Performance Improvement Plan examples (PDF)

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

15 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

28 Mar 2017: Ensure good communications and a supportive environment. Ensure adequate preparation, briefing and training for new roles and responsibilities.

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 Communicates

3 Nov 2017: Date of Retirements Committee Meeting Deadline for application paperwork* to be received by HR Business Manager, for circulation to the Retirements Committee 18 May 2023 20 April 2023 14 September 2023 17 August 2023 23 November 2023 26 October

15 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

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

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.

28 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

27 Mar 2017: What are the regulations? These regulations (arising from the Employment Act 2002) came into force from 1 October 2004. They set out a framework for dealing with disciplinary, dismissal and grievance procedures at work. Failure to comply with these

29 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

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

27 Jun 2017: In 2015/16 there was an increase in new referrals of 13% compared with the previous year. ... The Dignity at Work Policy and new toolkit were launched during summer 2016, with new publicity material.

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

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: 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

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

10 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

29 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

29 Mar 2017: However, if the condition is new or fluctuating, the employee may not be knowledgeable or have all the answers. ... rehabilitation;. Additional or tailored training, coaching, mentoring or supervision e.g. if the employee is moved to new job duties as a

10 Apr 2017: from one administrative job to another where the duties of their new appointment are of a very similar nature to their previous appointment. ... At the start of the probationary period, new members of staff will be assigned a mentor by the Head of

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

25 Sep 2017: Permanent Residence applications to date. New induction website A new University induction website. ... 07. PPD on Demand. PPD On Demand, a new. online training resource is.

4 Dec 2017: choice. Develop and launch benefits strategy for the University and introduce new wellbeing and housing related benefits for all staff. ... 01 October 2017. Expand childcare provision for University staff with opening of new NW Cambridge nursery 31 March

10 Apr 2017: Institutions will be expected to recognise the efforts made by staff to continue to fulfil their duties whilst adapting to new ways of working during lockdown and should consider extending probation

27 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

29 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

28 Mar 2017: are designed as supportive processes that should facilitate the effective settling-in of the new member of staff. ... The way both new and existing staff are supported is key to reducing or moderating work-related stress.

29 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

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:

29 Mar 2017: Adjournment. If new facts have emerged or there is any dispute over facts that have not been properly investigated, it may be necessary to adjourn the meeting in order to investigate ... Any new evidence should be shared with both parties prior to

15 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