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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 -
Adverse weather policy | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/adverse-weather-policy14 Mar 2017: The employee's safety. The operational requirements of the Institution. Distance travelled to work. -
Sickness Absence Policy | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy29 Mar 2017: 1.Context 1.1.The University of Cambridge is committed to promoting the health and wellbeing of all employees. This policy and the associated guidance aim to promote supportive and effective management of absence due to ill-health (commonly known as -
Clinical (Nodal Points) | Human Resources
https://www.hr.admin.cam.ac.uk/pay-benefits/salary-scales/clinical-nodal-points21 Jul 2017: With effect from 1 April 2023, 'new' 2016 pay system for clinical academics and doctors in training. Nodal point Stage of NHS training 2022 2023 1 FY1 £29,384 £32,398 2 FY2 £34,012 £37,303 3 CT1 or ST1/SpR1 CT2 or ST2/SpR2 £40,257 £43,923 4 -
Capability Guidance | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy/capability-guidance15 Mar 2017: This guidance supports staff and institutions in implementing the Capability Policy and provides information on good practice. It is not University policy and does not form part of employees' terms and conditions of employment. Defining Capability -
Disabled applicants and members of staff | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/disabled-applicants-and-members-staff20 Mar 2017: The following pages seek to provide guidance and support to disabled staff, as well as to their line managers and colleagues. The aim is to share information in one place on the website to ensure that the University of Cambridge provides an -
Whistleblowing Policy: public disclosure by University employees |…
https://www.hr.admin.cam.ac.uk/policies-procedures/whistleblowing-policy-public-disclosure-university-employees1 Mar 2017: Advice and Instructions for Staff The term ‘whistleblowing’ has no legal definition within EC or UK law; however, it has been used to describe incidents where an employee (which for these purposes includes not only employees but workers and -
Statement of Policy | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy/statement-policy15 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 -
Statement of Policy and Eligibility | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/silp/statement-policy-and-eligibility30 Jun 2017: 3. Statement of Policy 3.1 Employees adversely affected by pension tax allowances may choose to opt out of future pension provision and apply for a cash supplement of up to 12%, subject to certain eligibility criteria. 4. Eligibility 4.1 To be -
Summary table | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/special-leave-policy/summary-table28 Mar 2017: Reasonable requests for time off for non-medical treatment will be considered subject to operational requirements. -
Mentoring information for new staff | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/mentoring-information-new-staff27 Mar 2017: Guidelines on mentoring for newly appointed staff Rationale Mentoring is a means of providing structured support to a member of staff in the early stages of a new appointment. It is particularly relevant for members of staff in academic, academic -
Disabilities | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/disabilities29 Mar 2017: 6. Disabilities 6.1. The University acknowledges that sickness absence may result from a disability. Disability is defined under the Equality Act (2010) as a physical or mental impairment that has a 'substantial' and 'long-term' negative effect on -
Disciplinary action, grievances and appeals | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/disciplinary-action-grievances-and-appeals14 Mar 2017: 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 accordance with -
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 -
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 -
Capability Policy | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy15 Mar 2017: Capability refers to an employee's ability to perform the work expected of them to the standard required. This may be assessed by reference to an employee's skill, aptitude, health or any other physical or mental quality in relation to the job that -
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 -
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. -
Disciplinary procedures | Human Resources
https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/disciplinary-procedures15 Nov 2017: Disciplinary Procedures (Rules H1 to H20) A disciplinary procedure is helpful to the proper and successful functioning of the University and in ensuring that individuals are treated fairly. The University has therefore agreed a detailed procedure -
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, -
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 -
Probationary Arrangements for Assistant Staff | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/probationary-arrangements-assistant-staff10 Apr 2017: being available to give informal advice on an on-going basis. assessing training and staff development needs based on the requirements of the job. ... to take on progressively more responsibility in accordance with the requirements of the job. -
Termination of Employment | Human Resources
https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/termination-employment15 Nov 2017: Termination of Employment (Rules A6 to A8) Resignation If you wish to resign from your employment with the University, you must inform your Head of Institution in writing providing four weeks' notice. -
Probationary Arrangements for Academic Offices | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/probationary-arrangements-academic-offices10 Apr 2017: 2.5 It is essential that the requirements of the probationary scheme be observed throughout the process. ... the probationer any further essential requirements and note these on the record of progress form. -
Guidance | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/employing-and-working-relatives-and-related-matters/guidance21 Mar 2017: 4.1 It is recognised that this policy may significantly affect some current working arrangements in Departments/Institutions. Line managers are encouraged to seek advice from their relevant HR Business Manager or Adviser where necessary when -
Support services available within the University | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/disabled-applicants-and-members-staff/support-services-available-within20 Mar 2017: Assistive Technology. The ADRC provide a wide range of assistive technology advice, enabling University staff and students with specific requirements to make effective use of information technology. -
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) -
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 -
Individual Grievance Procedure | Human Resources
https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/individual-grievance-procedure15 Nov 2017: Individual Grievance Procedure (Rules G1–G4) The University recognises that employees may, from time to time, have concerns or complaints about their work, working relationships or their working environment. In this event employees may raise a -
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: Regular reviews should identify problems at an early stage. Reviews should ensure that new members of staff understand the requirements of the post, any improvements which need to be made and ... inform them of the requirement to make a final review of -
Starting-up time for new UTOs: implementation guidance for…
https://www.hr.admin.cam.ac.uk/policies-procedures/starting-time-new-utos-implementation-guidance-departments-and-faculties13 Nov 2017: local requirements and commitments. -
Applications of the Behavioural Attributes Framework | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/applications-behavioural-attributes-framework15 Mar 2017: The framework can be used to support University staff in a number of areas, including: Recruitment and Selection Departments/institutions have the option to choose to use behavioural attributes as part of the recruitment and selection process for -
Role Profile Guidance | Human Resources
https://www.hr.admin.cam.ac.uk/pay-benefits/grading/grading/grading-forms-and-guidance-notes/role-profile-guidance24 Feb 2017: Basing the duties on the previous occupant, when a role is vacant ensure that description supports the requirements of the role to be undertaken, not necessarily on the tasks the previous ... Using jargon, acronyms (unless also spelt out), or making -
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: being available to give informal advice on an on-going basis,. assessing training and staff development needs based on the requirements of the job,. ... to take on progressively more responsibility in accordance with the requirements of the job. -
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 -
9. Annual timetable for the submission of applications to extend…
https://www.hr.admin.cam.ac.uk/policies-procedures/1-retirement-policy/9-annual-timetable-submission-applications-extend-employment3 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 -
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 -
Communication | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/behavioural-attributes-framework/communication15 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 -
Summary of Actions | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/managing-stress-and-promoting-wellbeing-work-policy/summary-actions28 Mar 2017: Summary of Actions Managers Assess the work environment for the presence of stressors, planning ahead and taking action to control and minimise risk to employee well-being. Ensure good communications and a supportive environment. Ensure adequate -
Effects of Work-Related Stress | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/managing-stress-and-promoting-wellbeing-work-policy/policy-statement/effects28 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 -
Pro forma PD/PROB/R2 | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/pro-formae-pdprobr2-and-pdproba2/pro-forma-pdprobr214 Nov 2017: being available to give informal advice on an on-going basis,. assessing training and staff development needs based on the requirements of the job,. ... to take on progressively more responsibility in accordance with the requirements of the job. -
Guidance on the Dispute Resolution Regulations | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/ending-fixed-term-contracts/guidance-dispute-resolution-regulations27 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 -
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: a. any direct supervisory or teaching relationship (for example between tutors and their tutees, postgraduate students and their supervisor);. -
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 -
Probationary Arrangements | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements10 Apr 2017: The member of staff may include reference to personal matters which have affected their work if they wish, however there is no requirement to do so, nor are they required to -
Formal Sanctions | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance/formal-sanctions29 Mar 2017: Acts reasonably towards the employee throughout. The key question is whether or not in all the circumstances the employer can reasonably be expected, in light of the requirements of the business, -
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 -
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
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