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Compassionate Leave Guidance | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/leave-personal-or-family-reasons/compassionate-leave-guidance28 Mar 2017: Arrangements for compassionate leave are set out under the Assistant Staff Handbook and Summary of Leave table. Compassionate leave is normally granted to an employee who: Needs to care for a dependant or close relative who is seriously ill, or -
Informal resolution | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy/capability-guidance/informal-resolution15 Mar 2017: erformance problems are most effectively managed as early as possible. In most cases informal discussions between the manager and the employee will resolve the issues. A summary of the informal procedure is provided in the policy flowcharts. -
Procedure | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/employing-and-working-relatives-and-related-matters/procedure21 Mar 2017: Procedure 5.1 Members of staff are required to declare an interest to their Head of Department/Institution or line manager if they are working with a relative or if a relative is an applicant in a recruitment process that the member of staff is -
Probationary Arrangements for Academic Offices | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/probationary-arrangements-academic-offices10 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 -
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 -
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 -
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: 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 -
Negotiating and Influencing | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/behavioural-attributes-framework/negotiating-and15 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 Develops sophisticated -
Staff Responsibility for a student | Human Resources
https://www.hr.admin.cam.ac.uk/staff-and-students-relationship-policy/staff-and-students-relationships-guidance/staff10 Oct 2017: 7.1. Intimate or Close personal relationships between students and staff who have responsibility for them can cause significant problems because of the imbalance of power and authority in the relationship. These relationships can also disrupt the -
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 -
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. -
Strategic Focus | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/behavioural-attributes-framework/strategic-focus15 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 -
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. -
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 -
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 -
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 -
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. -
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 -
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: -
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 -
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 -
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 -
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. -
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 -
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 -
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 -
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 -
People Development | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/behavioural-attributes-framework/people-development15 Mar 2017: Identifies and addresses the training needs of staff. Involves staff in new areas of work and decision making to enhance their knowledge and skills. -
Support for staff and managers | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy/capability-guidance/support-staff-and-managers15 Mar 2017: Employees may wish to consider re-training opportunities, particularly where this would assist them in meeting the requirements of a new position or a potential redeployment opportunity. ... Job rotation and shadowing are similarly useful forms of -
External disclosure | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/public-interest-disclosure-university-employees-whistleblowing-policy/external1 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. -
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 -
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 -
Innovation and Change | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/behavioural-attributes-framework/innovation-and-change15 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. -
Pro forma PD/PROB/A3 | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/proformae-pdprobr3-and-pdproba3/pro-forma-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 PD/PROB/A3 Form PD/PROB/A3 (Word) Form PD/PROB/A3 (RTF) Notes for -
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 -
Selecting the Appropriate Procedure | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance/selecting-appropriate29 Mar 2017: Selecting the Appropriate Procedure It is important to identify the correct procedure for managing absence issues as early as possible so that appropriate support can be offered to the employee. Advice should be sought from HR if managers are unsure -
Pro forma PD/PROB/A2 | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/pro-formae-pdprobr2-and-pdproba2/pro-forma-pdproba214 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/A2 Form PD/PROB/A2 (Word) Form PD/PROB/A2 (RTF) Notes for -
Risk Assessment: Management Guidance | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/managing-stress-and-promoting-wellbeing-work-policy/management-guidance/risk28 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. -
Guidance on boundaries between support and responsibility | Human…
https://www.hr.admin.cam.ac.uk/staff-and-students-relationship-policy/staff-and-students-relationships-guidance/guidance-boundaries10 Oct 2017: 8.1. Where an individual is a student and a staff member, such as a research student teaching undergraduate students or acting in a supervisory capacity; that individual could also be captured by the definition of a ‘Relevant staff member’ where -
Pro forma PD/PROB/R1 | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/pro-formae-pdprobr1-and-pdproba1/pro-forma-pdprobr113 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/R1 Form PD/PROB/R1 (Word) Form PD/PROB/R1 (RTF) Notes for -
Pro forma PD/PROB/A1 | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/pro-formae-pdprobr1-and-pdproba1/pro-forma-pdproba113 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/A1 Form PD/PROB/A1 (Word) Form PD/PROB/A1 (RTF) Notes for -
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. -
Causes of work-related stress | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/managing-stress-and-promoting-wellbeing-work-policy/policy-statement/causes-work28 Mar 2017: old versus new universities). (Tytherleigh, Webb, Cooper and Ricketts 2005). The main causes of stress identified in all HEI's were:. -
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 -
Pro forma PD/PROB/R3 | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/proformae-pdprobr3-and-pdproba3/pro-forma-pdprobr314 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 -
Statement of policy | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/employing-and-working-relatives-and-related-matters/statement-policy21 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
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