Search
Search Funnelback University
Funding for postgraduate students
Information about sources of funding available to postgraduates at Cambridge.
www.student-funding.cam.ac.uk/
Cambridge Bursary Scheme
The Bursary is free financial support of generally up to £3,500 a year for full-time undergraduate students, to help with your Cambridge fees or living costs. Like a scholarship or grant, the payment is non-refundable – you don’t need to pay it back.
Higher amounts are available for medical students in their clinical years, independent students including care leavers, and students who were eligible for free school meals.
- Refined by:
- Date: 2017
- Format: text/html
Did you mean scholarships page |u:www.hr.admin.cam.ac.uk?
151 -
179 of
179
search results for scholarships 2022 |u:www.hr.admin.cam.ac.uk
where 1
match all words and 178
match some words.
Results that match 1 of 2 words
-
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 -
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: -
Probationary Arrangements for Assistant Staff | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/probationary-arrangements/probationary-arrangements-assistant-staff10 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 -
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 -
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: Managing performance effectively is not just about having the appropriate procedures in place to deal with underperformance. It is also about ensuring that employees receive the support, recognition, training and development they require to build -
Staff guidance | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/managing-stress-and-promoting-wellbeing-work-policy/staff-guidance28 Mar 2017: Search site. Human Resources. Staff guidance. Q. What is stress? Stress is a condition that may be experienced when a person feels excessive pressures or other demands are placed upon them, beyond their ability to respond. It is not an illness, but -
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 -
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 -
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 -
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. -
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 -
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 -
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 -
People Development | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/behavioural-attributes-framework/people-development15 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 Creates an environment -
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 -
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 -
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 -
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: Support for staff Consideration should be given to the wide range of support available to assist employees in improving and enhancing their performance. This may be in house or provided by external providers. Examples include training, mentoring, -
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 -
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 -
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 -
Innovation and Change | Human Resources
https://www.hr.admin.cam.ac.uk/policies-procedures/behavioural-attributes/behavioural-attributes-framework/innovation-and-change15 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 Fosters a culture of -
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 -
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: The University has an obligation to provide a safe and healthy working environment for all employees; identifying and managing risk is an integral part of this. As far as stress is concerned, this means identifying those jobs which can place -
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 -
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: Regrade (Re-organisation) Used where the change in duties has been initiated by the Institution and where there is a clearly identifiable point in time from which the new version of the Role Profile will be effective. Changes due to restructuring or -
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
Search history
Recently clicked results
Recently clicked results
Your click history is empty.
Recent searches
Recent searches
Your search history is empty.