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21 - 70 of 179 search results for scholarships 2022 |u:www.hr.admin.cam.ac.uk where 1 match all words and 178 match some words.

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  2. Eligibility | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/secondment-policy/eligibility
    29 Mar 2017: Secondments are open to all staff groups, regardless of University service. If the substantive role is a fixed term contract or has limited funding, this should be considered when assessing the suitability and duration of the secondment. It is
    By: Danielle Attridge

  3. Guidance | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/silp/guidance
    30 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
    By: Nicola Mister

  4. Request for staff to update their personal details | Human Resources

    https://www.hr.admin.cam.ac.uk/request-staff-update-their-personal-details
    12 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. Please can all staff update their information using employee self-service (ESS). To do this you
    By: Danielle Attridge

  5. April 2017 Contribution Increment Scheme for Researchers | Human…

    https://www.hr.admin.cam.ac.uk/april-2017-contribution-increment-scheme-researchers
    8 Feb 2017: Applications are invited for the April 2017 exercise of the Contribution Increment Scheme for Researchers. Institutions should send completed HR/37 forms to ResearchIncrements@admin.cam.ac.uk no later than 17 March 2017. Awards approved, under the
    By: Nicola Mister

  6. January 2018 Contribution Increment Scheme for Researchers | Human…

    https://www.hr.admin.cam.ac.uk/january-2018-contribution-increment-scheme-researchers
    23 Oct 2017: Applications are invited for the January 2018 exercise of the Contribution Increment Scheme for Researchers. Institutions should send completed HR/37 forms to ResearchIncrements@admin.cam.ac.uk no later than 1 December 2017. Awards approved, under
    By: Sarah Tucker

  7. Dishonesty in the workplace | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/dishonesty-workplace
    21 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
    By: Danielle Attridge

  8. Flowcharts | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/flowcharts
    29 Mar 2017: Review Process Overview Informal Discussion Formal Stage 1 Absence Review Formal Stage 2 Absence Review Formal Stage 3 Absence Review
    By: Danielle Attridge

  9. Eligibility | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy/eligibility
    15 Mar 2017: The Policy applies to employees of the University of Cambridge under a contract of employment, except for University Officers whose procedures are contained in Statutes and Ordinances. Individuals engaged through the Temporary Employment Service (TES
    By: Danielle Attridge

  10. October 2017 Contribution Increment Scheme for Researchers | Human…

    https://www.hr.admin.cam.ac.uk/october-2017-contribution-increment-scheme-researchers
    2 May 2017: Applications are invited for the October 2017 exercise of the Contribution Increment Scheme for Researchers. Institutions should send completed HR/37 forms to ResearchIncrements@admin.cam.ac.uk no later than 8 September 2017. Awards approved, under
    By: Sarah Tucker

  11. Managing Stress and Promoting Wellbeing at Work policy | Human…

    https://www.hr.admin.cam.ac.uk/policies-procedures/managing-stress-and-promoting-wellbeing-work-policy
    28 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
    By: Danielle Attridge

  12. Employing and Working with Relatives and Related Matters | Human…

    https://www.hr.admin.cam.ac.uk/policies-procedures/employing-and-working-relatives-and-related-matters
    21 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
    By: Danielle Attridge

  13. Disabled applicants and members of staff | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/disabled-applicants-and-members-staff
    20 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
    By: Danielle Attridge

  14. Capability Guidance | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy/capability-guidance
    15 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
    By: Danielle Attridge

  15. Whistleblowing Policy: public disclosure by University employees |…

    https://www.hr.admin.cam.ac.uk/policies-procedures/whistleblowing-policy-public-disclosure-university-employees
    1 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
    By: Danielle Attridge

  16. Disciplinary action, grievances and appeals | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/disciplinary-action-grievances-and-appeals-0
    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
    By: Danielle Attridge

  17. Procedure | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/special-leave-policy/procedure
    28 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
    By: Danielle Attridge

  18. Disciplinary action, grievances and appeals | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/disciplinary-action-grievances-and-appeals
    14 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
    By: Danielle Attridge

  19. General principles | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/regrading-posts/general-principles
    29 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
    By: Danielle Attridge

  20. Summary table | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/special-leave-policy/summary-table
    28 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.
    By: Danielle Attridge

  21. The Behavioural Attributes Framework | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/behavioural-attributes-framework
    15 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
    By: Danielle Attridge

  22. Forms and templates | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/forms-and-templates
    29 Mar 2017: Forms and templates CHRIS/62 Sickness Self Certificate Pay arrangements during sickness absence
    By: Danielle Attridge

  23. Appeals | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy/capability-guidance/appeals
    15 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
    By: Danielle Attridge

  24. Senior Researcher Promotions Procedure and Guidance 2019 | Human…

    https://www.hr.admin.cam.ac.uk/policies-procedures/senior-researcher-promotions-procedure-and-guidance-2019
    25 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
    By: Sarah Alexander

  25. 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-pdproba1
    10 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
    By: Danielle Attridge

  26. Summary of leave: temporary flexible working | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/leave/summary-leave-temporary-flexible-working
    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
    By: Danielle Attridge

  27. Special Leave | Human Resources

    https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/special-leave
    14 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
    By: Danielle Attridge

  28. Pay | Human Resources

    https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/pay
    14 Nov 2017: Method of payment Your salary will be paid directly into your bank, building society or equivalent account. Salaries are paid on the 26th of the month (or the Friday before if that date is a non-working day). You will receive a monthly statement of
    By: Danielle Attridge

  29. Summary of leave for academic or professional reasons | Human…

    https://www.hr.admin.cam.ac.uk/policies-procedures/leave/summary-leave-academic-or-professional-reasons
    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
    By: Danielle Attridge

  30. Holidays | Human Resources

    https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/holidays
    14 Nov 2017: Holidays (Rules B22–B30) As explained in the previous section, hours of work are calculated as an annual number of hours. The standard working week is 36.5 hours, although staff in some institutions work a longer week and thus earn additional days
    By: Danielle Attridge

  31. Documentation | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/silp/documentation
    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
    By: Nicola Mister

  32. Bullying and harassment | Human Resources

    https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/bullying-and-harassment
    15 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
    By: Danielle Attridge

  33. Appeals Procedure | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/ending-fixed-term-contracts/appeals-procedure
    27 Mar 2017: Appeals Procedure A member of staff who wishes to appeal against the decision to end their fixed term contract must submit notice of their appeal in writing. This notice of appeal should set out the grounds of the appeal and state whether the appeal
    By: Danielle Attridge

  34. Background to the Procedures | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/ending-fixed-term-contracts/background-procedures
    27 Mar 2017: Background to the Procedures for the Ending of Fixed Term Contracts Dismissal Circulars were sent out in 1999 from HR, advising institutions of an appropriate and practicable policy and procedures for ending fixed term contracts in the case of
    By: Danielle Attridge

  35. Statement of Policy | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/secondment-policy/statement-policy
    29 Mar 2017: The University will endeavour to promote secondment opportunities as set out in the sections below, taking into consideration the operational needs of their Institution. Please see also the Procedure section.
    By: Danielle Attridge

  36. Occupational Health Referral | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/occupational-health-referral
    29 Mar 2017: 5. Occupational Health Referral 5.1. Where medical advice is sought, such as where there has been long-term absence or repeated short absences, a referral to Occupational Health for an assessment and advice about any ill-health concerns may be
    By: Danielle Attridge

  37. Appeals | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/sickness-absence-guidance/appeals
    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
    By: Danielle Attridge

  38. Informal resolution | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy/capability-guidance/informal-resolution
    15 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.
    By: Danielle Attridge

  39. Absence through sickness | Human Resources

    https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/absence-through-sickness
    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,
    By: Danielle Attridge

  40. Links to Other Policies and Guidance | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/links-other-policies-and-guidance
    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
    By: Danielle Attridge

  41. Termination of Employment | Human Resources

    https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/termination-employment
    15 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.
    By: Danielle Attridge

  42. Staff and Students Relationships Policy: Supplementary Guidance |…

    https://www.hr.admin.cam.ac.uk/staff-and-students-relationship-policy/staff-and-students-relationships-policy-supplementary
    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
    By: Danielle Attridge

  43. Guidance | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/employing-and-working-relatives-and-related-matters/guidance
    21 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
    By: Danielle Attridge

  44. Performance Improvement Plan | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy/capability-guidance/performance-improvement-plan
    15 Mar 2017: Performane Improvement Plan templates: Performance Improvement Plan (Word) Performance Improvement Plan (RTF) Performance Improvement Plan examples (PDF)
    By: Danielle Attridge

  45. Questions and answers | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/sickness-absence-policy/questions-and-answers
    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
    By: Danielle Attridge

  46. Best practice in communicating | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/disabled-applicants-and-members-staff/best-practice-communicating
    21 Mar 2017: Best practice in communicating
    By: Danielle Attridge

  47. Individual Grievance Procedure | Human Resources

    https://www.hr.admin.cam.ac.uk/hr-staff/information-staff/assistant-staff-handbook/individual-grievance-procedure
    15 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
    By: Danielle Attridge

  48. Applications of the Behavioural Attributes Framework | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/applications-behavioural-attributes-framework
    15 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
    By: Danielle Attridge

  49. 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-within
    20 Mar 2017: Human Resources Business Partnering Team The HR Business Partnering team exists to support members of staff and line managers in the various University institutions by providing advice and guidance and promoting best practice in all areas of HR,
    By: Danielle Attridge

  50. External contacts | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/disabled-applicants-and-members-staff/external-contacts
    21 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
    By: Danielle Attridge

  51. Roles and responsibilities | Human Resources

    https://www.hr.admin.cam.ac.uk/policies-procedures/capability-policy/capability-guidance/roles-and-responsibilities
    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
    By: Danielle Attridge

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