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Request for staff to update their personal details | Human Resources
https://www.hr.admin.cam.ac.uk/request-staff-update-their-personal-details12 Jun 2017: If you have recently updated your personal details following the launch of the University’s new Employee Self System, then please ignore this email. ... If you wish to confirm that this email is genuine, please refer to the HR Division web page, which -
Managing Stress and Promoting Wellbeing at Work policy | Human…
https://www.hr.admin.cam.ac.uk/policies-procedures/managing-stress-and-promoting-wellbeing-work-policy28 Mar 2017: Introduction The University's Managing Stress and Promoting Wellbeing policy provides a source of reference material for all staff dealing with stress at work. Managing stress presents a challenge to all those concerned — it can be difficult to -
Employing and Working with Relatives and Related Matters | Human…
https://www.hr.admin.cam.ac.uk/policies-procedures/employing-and-working-relatives-and-related-matters21 Mar 2017: Context 1.1 All members of the University community have the right to be treated fairly, equitably and without bias. This right should not be compromised by any personal relationships that an individual or their colleagues may have with other -
Guidance | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/silp/guidance30 Jun 2017: 5. Guidance 5.1 USS Arrangements The USS has introduced various voluntary amendments to help affected members address the high tax charges on benefits, including an “Enhanced Opt Out” and a “Voluntary Salary Cap”. These can be used in -
Dishonesty in the workplace | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/dishonesty-workplace21 Mar 2017: Any policy recommending action in case of theft or other misappropriation involves a number of agencies and offices: The Director of Finance, who is accountable for the University's financial resources and the Insurance Officer, who is responsible -
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 -
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: -
Disciplinary action, grievances and appeals | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/disciplinary-action-grievances-and-appeals14 Mar 2017: Schedule to Statute C, New Statutes and Special Ordinances 2014, and Special Ordinance C(xii). -
Adverse weather policy | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/adverse-weather-policy14 Mar 2017: 1. Introduction/Context 1.1 The University recognises that staff may face difficulties attending their place of work and returning home during periods of adverse weather conditions such as heavy snow falls, flooding, or other adverse weather -
Procedure | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/special-leave-policy/procedure28 Mar 2017: In all cases, an employee must discuss any application they wish to make for special leave with their Head of Institution at the earliest opportunity. For emergency or compassionate leave this should be as soon as reasonably practicable. If an -
SENIOR ACADEMIC PROMOTIONS EXERCISE
https://www.hr.admin.cam.ac.uk/files/checklist_part_2_pdf.pdf3 Aug 2017: All nominated references are provided (Yes/No). Document 8 completed. 10 DOCUMENT 4 New form used and signed and dated (by Head of Institution or other senior academic officer delegated by -
General principles | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/regrading-posts/general-principles29 Mar 2017: General principles These principles must be applied throughout the process in order to achieve fair and proper consideration of applications. Natural justice 6.1 ‘natural justice’ is defined as ‘due process of law’ or the ‘requirements of -
Forms and templates | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/forms-and-templates29 Mar 2017: Forms and templates CHRIS/62 Sickness Self Certificate Pay arrangements during sickness absence -
SENIOR ACADEMIC PROMOTIONS EXERCISE
https://www.hr.admin.cam.ac.uk/files/checklist_part_2_word.docx3 Aug 2017: Document 8 completed. 10. DOCUMENT 4. New form used and signed and dated. -
Appeals | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy/capability-guidance/appeals15 Mar 2017: Appeals against warnings or other sanctions 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 Behavioural Attributes Framework | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/behavioural-attributes-framework15 Mar 2017: Behavioural attributes are defined through examples of behaviours you would see when someone is exhibiting the attribute, these are known as positive indicators within the University's framework. Each attribute is, therefore, a collection of related -
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 -
Summary table | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/special-leave-policy/summary-table28 Mar 2017: Stipend Conditions and documentation Compassionate leave The existing compassionate leave provisions under the Assistant Staff Rules, Assistant Staff Handbook, Staff Guide and Summary of Leave Table will apply. Further guidance is available. -
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 -
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 -
Attractive and engaging recruitment materialsH Redevelop further…
https://www.hr.admin.cam.ac.uk/files/action_plan.pdf12 Jul 2017: Continue to develop new Cambridge Centre for. Teaching and Learning, Teaching Forum and. ... annual report and propose new initiatives to HR. Committee. Demonstrate reduced incidence of. -
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, -
Proformae PD/PROB/R3 and PD/PROB/A3 | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/proformae-pdprobr3-and-pdproba314 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 documentation pertaining to probationary arrangements for -
Equal Opportunities Policy | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/equal-opportunities-policy21 Mar 2017: The University of Cambridge is committed in its pursuit of academic excellence to equality of opportunity and to a pro-active and inclusive approach to equality, which supports and encourages all under-represented groups, promotes an inclusive -
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 -
Hours of Work | Human Resources
https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/hours-work14 Nov 2017: Hours of Work (Rules B1–B21) The pattern of hours of work varies between institutions according to the particular needs of each institution. You may not be required to work the same number of hours in each week, depending on the workload of the -
Other considerations | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/special-leave-policy/other-considerations28 Mar 2017: The individual would then require a new visa before being able to return to work for the University. -
Introduction | Human Resources
https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/introduction14 Nov 2017: This handbook is a supplement to your letter of appointment. It sets out your terms and conditions of employment in greater detail and explains the processes and rules involved. You are employed as a member of the Assistant Staff, a staff group -
Special Leave | Human Resources
https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/special-leave14 Nov 2017: Special Leave (Rules B31–35) In addition to the provision for annual leave and for maternity, paternity and parental leave, there are a number of schemes which provide for special leave in particular circumstances. Some schemes are open only to -
Summary of leave for academic or professional reasons | Human…
https://www.hr.admin.cam.ac.uk/policies-procedures/leave/summary-leave-academic-or-professional-reasons27 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 -
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 -
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 -
People Strategy “We are well placed to attract staff ...
https://www.hr.admin.cam.ac.uk/files/peoplestrategy2.pdf21 Aug 2017: reviewing existing policies, many of which are outdated and cumbersome. In other areas it will involve developing new policy and practice. -
Statement of Policy | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/secondment-policy/statement-policy29 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. -
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 -
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) -
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, -
Guidance | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/employing-and-working-relatives-and-related-matters/guidance21 Mar 2017: This policy will be effective immediately for the recruitment of new members of staff. -
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 -
Senior Academic Promotions Procedure and Guidance 2018 | Human…
https://www.hr.admin.cam.ac.uk/policies-procedures/senior-academic-promotions-procedure-and-guidance-201822 Aug 2017: The Senior Academic Promotions procedure and guidance for 2019 will be available shortly. The Senior Academic Promotions procedure and guidance is available as a PDF file for ease of printing. Launch letter Senior Academic Promotions Procedure and -
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 -
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 -
Scope of the policy | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/whistleblowing-policy-public-disclosure-university-employees/scope-policy1 Mar 2017: The policy is designed to deal with concerns raised in relation to the specific issues which are in the public interest and are detailed in paragraph 3 below, and which fall outside the scope of other University policies and procedures. The policy -
External contacts | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/disabled-applicants-and-members-staff/external-contacts21 Mar 2017: Useful contacts outside the University 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 from their disability or health condition. It -
Policy Template
https://www.hr.admin.cam.ac.uk/files/market_pay_-_institutional_guidance_v2.pdf24 Mar 2017: Market Pay. Market Pay. 1. BACKGROUND. 1.1 In May 2013, the University agreed to implement two new forms of payment replacing. ... appropriate body for a new MP award. The case for a new MP award must be based. -
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 -
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: the new version of the Role Profile will be effective. -
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 -
Overtime and Bank Holiday Compensation | Human Resources
https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/overtime-and-bank-holiday-compensation14 Nov 2017: You may be required to work reasonable overtime, but overtime is worked only when necessary in the interests of the University, and must be authorised beforehand by your Head of Institution. You will be compensated for overtime worked either by -
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
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