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Policy statement | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/managing-stress-and-promoting-wellbeing-work-policy/policy-statement28 Mar 2017: Ensuring adequate preparation for new roles and responsibilities through risk assessment and training. -
Probationary Arrangements for Assistant Staff | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/probationary-arrangements-assistant-staff10 Apr 2017: There are responsibilities for both parties during the probationary period. New members of staff will need to demonstrate that they have the capability to undertake the duties of the role to ... Where appropriate and feasible, new members of staff will -
Investigation | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/public-interest-disclosure-university-employees-whistleblowing-policy-01 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 -
Relationship Building | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/behavioural-attributes-framework/relationship-building15 Mar 2017: Identifies opportunities for leveraging existing partnerships or developing new ones that will support the work of both organisations. -
Advice for staff raising a concern | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/public-interest-disclosure-university-employees-whistleblowing-policy/advice1 Mar 2017: The University acknowledges the difficult choice a member of staff may have to make in raising a concern. As the issues that prompt the concern are likely to be complex, how the member of staff proceeds with his or her concern will vary from -
Formal Sanctions | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance/formal-sanctions29 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 -
Process | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/public-interest-disclosure-university-employees-whistleblowing-policy/process1 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 -
Reporting of outcomes | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/public-interest-disclosure-university-employees-whistleblowing-policy/reporting1 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 -
Managing Confidentiality | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance/managing-confidentiality29 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: -
Staff guidance | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/managing-stress-and-promoting-wellbeing-work-policy/staff-guidance28 Mar 2017: Workplaces are constantly changing and often new developments affect the workload and pace we have to react to. -
Complaints of retaliation as a result of disclosure | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/public-interest-disclosure-university-employees-whistleblowing-policy/complaints1 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 -
Other University Procedures to Support Performance | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy/capability-guidance/other-university-procedures-support15 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. -
Procedure | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance/procedure29 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 -
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 -
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 -
Sources of Support | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance/sources-support29 Mar 2017: Sources of Support Consideration should be given to the wide range of support available to assist employees in managing their health, attendance and wellbeing. Consideration should also be given to advice and guidance that can be offered by managers -
Definitions | Human Resources
https://www.hr.admin.cam.ac.uk/staff-and-students-relationship-policy/staff-and-students-relationships-guidance/definitions10 Oct 2017: 3.1. Abuse of power is where a position of power or authority is used in an unacceptable manner. This can take various forms and may include, but is not limited to, grooming, manipulation, coercion and pressurising others to engage in conduct they -
Disclosure | Human Resources
https://www.hr.admin.cam.ac.uk/staff-and-students-relationship-policy/staff-and-students-relationships-guidance/disclosure10 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 -
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 -
Next steps | Human Resources
https://www.hr.admin.cam.ac.uk/staff-and-students-relationship-policy/staff-and-students-relationships-guidance/next-steps10 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
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