Human Resources

P_HR_27 Promoting Equality Valuing Diversity Protecting Human Rights Policy

This policy sets out how Lincolnshire Community Health Services NHS Trust will use equality legislation as a lever to enable our trust to achieve two key things:

  • firstly to deliver patient-centered services that are accessible to everyone;
  • and secondly to become a model employer that attracts and retains the best employees who reflect the population that we serve.

This policy applies to all staff working within the Trust, (including temporary staff, contractors, students and those with honorary contracts) and relates to other Trust staff, contractors and staff from other organisations working on Trust premises.

It applies to all Trust premises and to all Trust staff working in other premises.

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P_HR_66 Employee Benefits Policy

Lincolnshire Community Health Services NHS Trust (LCHS) is committed to developing a workforce proud to be part of LCHS (strategic aim number 9) and has therefore developed a holistic total rewards package which is available to all employees.

Across the organisation there has been a drive to recruit and retain high quality employees into the organisation. It has been identified, that a holistic employee benefits package offered to all employees could make working in community services a more attractive option to prospective and current employees and support Trust-wide efforts to recruit into Lincolnshire and positively impact the retention of staff.

The rewards package also acts as a valuable income generating opportunity for the organisation and encompasses the ‘NHS Fleet Solutions Staff Benefit Car Scheme’ and ‘NHS Home Electronic Solutions Salary Sacrifice Scheme’, the LCHS ‘Cycle to Work Scheme’ and the LCHS Childcare Vouchers.

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P_HR_67 Overpayment Policy

Lincolnshire Community Health Services NHS Trust, the Organisation, has a responsibility to actively seek recovery of overpayments in an effort to protect public monies. When seeking recovery, however, the Organisation will act to ensure that the action taken to recover the payment does not undermine the relationship between the employer and the employee or breach trust and confidence.

 

This policy aims to provide instructions to staff engaged within the recovery of overpayments, relating to pay and expenses, made to employees and ex-employees of the Organisation and the settling of overpayments. It also provides a guide to staff in the procedures and gives assurances that negotiations will take place before recovery, taking into account personal financial circumstances to avoid hardship.

 

 

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P_HR_65 Your workstyle matters agile working policy

    This policy recognises the need to develop and adopt modern working practices to enable employees to maximise their performance and productivity whilst maintaining a good work life balance. Agile working is about flexibility, simplicity and prioritising our service needs.

 

    This policy has been developed to support our workforce in working in an innovative way, using new technologies to access information from a variety of locations.

 

 The framework as set out by the policy provides a medium for consistency and fair practice when implementing and maintaining an Agile Working Environment.

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P_HR_62 Your Performance Matters Incremental Pay Progression

In February 2013, changes to the NHS Terms and Conditions of Employment (Agenda for Change) were agreed by the NHS Staffs Council, Employers and Trade Unions and these changes came into effect for appraisal objectives after April 2013 for Pay Progression post April 2014.   The changes were designed to ensure that the NHS remains sustainable for the future, fit for purpose, fair for staff and above all ensure high quality patient care which complements LCHS core values.

 A key change includes progression through all of the incremental pay points in all pay bands to be conditional on individuals demonstrating appropriate and satisfactory performance levels; in the past, individuals have earned their increment by demonstrating that they had met "satisfactory" levels of performance and by demonstrating agreed knowledge and skills appropriate to their role.  The new system will ensure that incremental pay progression is conditional upon meeting locally determined performance standards

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P_HR_64 Your Performance Matters Probation Period for New Employees

The existing recruitment and selection process allows prospective candidates to be selected through an interview panel based on competency and behaviour based questions.  The introduction of a six month probation period would strengthen the recruitment of new staff by allowing behaviours, attendance, and competence to be tested in the workplace before committing to substantive employment arrangements.

This Policy details the use of probationary periods within Lincolnshire Community Health Services NHS Trust (LCHS) and ensures consistent application and use for all involved in the process.  Probationary periods are considered necessary to allow LCHS to review the behaviour and performance of new members of staff and ensure that any skills gaps or training needs are identified and addressed to enable the employee to meet the behaviour expectations of the organisation.

 The probationary period is set as the recognised amount of time that is sufficient for a line manager to make a realistic assessment of a member of staff’s performance and suitability for the post.


All new staff appointed to posts within LCHS whether full or part time are required to successfully complete a probationary period of no more than six months.  This will only be varied in exceptional circumstances.

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P_HR_54 Management of Relationships in the Workplace Policy

It is recognised that close personal relationships can and do sometimes form in the workplace and that as a large employer situations will arise within Lincolnshire Community Health Services NHS Trust where related persons or individuals with a close personal relationship are employed within the same team, establishment or work area.

 Whilst recognising the right of employees to privacy and family life, the organisation has a legitimate right to protect the interests of the organisation, patients, service users and other employees and to take appropriate action when close personal relationships either have the potential to or do impact upon the Trusts services.

The purpose of this policy is to provide employees and managers with clear guidance of the standards of behaviour expected of all employees in their dealings with patients and service users and the professional boundaries that must be respected in those relationships.

 

To ensure that issues arising from close relationships are dealt with promptly, sensitively and effectively.

 

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P_HR_10 Recruitment and Selection

Lincolnshire Community Health Services NHS Trust recognises that its ability to meet its service objectives is dependant on the employment and retention of staff with the appropriate skills and abilities.  This Policy is intended to act as a guide for all managers and staff involved in recruitment and selection at any level.  It sets out a framework of good practice within which the organisation's recruitment activities should be conducted.

Lincolnshire Community Health Services NHS Trust recognises that its ability to meet its service objectives is dependant on the recruitment and retention of staff with the appropriate skills and abilities.  This Policy is intended to act as a guide for all managers and staff involved in recruitment and selection at any level.  It sets out a framework of good practice within which the organisation's recruitment activities should be exercised.

The recruitment process contributes to the image of Lincolnshire Community Health Services NHS Trust in the eyes of the community it serves.  Not only must it therefore be open and fair, but it must also be seen that it includes all checks that are necessary to ensure individuals are appointed who have the required level of qualifications, skills and experience and in particular that the organisation is protecting its duty of care to its patients.

This Policy should be used in conjunction with the Recruitment Toolkit for Managers, which specifies the processes and procedures to follow from the moment an employee hands in their notice.  The Toolkit also includes all the forms to be used as part of the recruitment process.

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P_HR_26 Expenses

The organisation reimburses employees for expenses incurred whilst engaged on the organisation's business. An Electronic Expense System (EES) based system exists for this reimbursement.

The organisation has an obligation to ensure that employees are reimbursed allowable  business expenses, and that these are paid promptly and appropriately. The aim of this Policy is to ensure that all staff are aware of what might or might not be claimed and under what circumstances. This policy applies to all drivers who undertake journeys for work purposes, irrespective of the frequency of journeys made or the type of vehicle (whether funded by the Trust or privately owned) in which the journey is made.

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P_HR_56 TU Recognition Agreement

 The purpose of this document is to provide a framework in which the relationship between the management of the Lincolnshire Community Health Services NHS Trust and recognised Trade Unions/Professional Organisations will operate, to the mutual benefit of the Trust and its employees, covering HR Management, Strategic Direction and Development in partnership.

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