The localised retention schedule has been produced to support NHS Shropshire, Telford and Wrekin CCG employees to adopt a consistent approach to the practice of managing records.  The schedule is not an exhaustive list and focuses on the types of records as listed in the organisation’s asset register. The schedule is based on the NHSX Records Management Code of Practice for Health and Social Care 2020 and the NHS England Corporate Records Retention 2019. The schedule replaces guidance produced under Records Management: NHS Code of Practice 2016

As part of its employment activities, NHS Shropshire, Telford and Wrekin CCG collects, stores and processes personal information about prospective, current and former staff.  The Privacy Notice includes applicants, employees (and former employees), workers (including agency, casual and contracted staff), volunteers, trainees and those carrying out work experience.

The CCG recognises the need to treat staff personal and sensitive data in a fair and lawful manner. No personal information held by the CCG will be processed unless the requirements for fair and lawful processing can be met.

The Breach Reporting Standing Operating Procedure (SOP) sets out what staff should do when they become aware of a data security and protection breach/breach.

This policy relates to all forms of fraud, bribery and corruption and is intended to provide direction and help to all CCG staff and other stakeholders (including patients, visitors, temporary employees, locums, agency staff, contractors, suppliers and visiting clinicians) who may identify fraud or bribery, or suspect that fraud or bribery may have taken place.

The Privacy Notice explains how NHS Shropshire, Telford and Wrekin CCG respects your rights with regards to data privacy and data protection when you communicate (online or offline) with us through our websites, programmes and events.

The Staff Code of Conduct sets out clear guidance and the Information Governance standards expected of staff working for the CCG.  All employees working in the CCG, including temporary staff such as all contractors, voluntary staff, and students are bound by a legal duty of confidence to protect personal information they may come into contact with during the course of their work.

The overarching Data Security and Protection policy provides an overview of the organisation’s approach to information governance and includes data protection and other related information governance policies, and details about the roles and management responsible for data security and protection in the organisation.

Information Governance (IG) is the practice used by all organisations to ensure that information/data is efficiently managed and that appropriate policies, system processes and effective management accountability provides a robust governance framework for safeguarding information.

The IG handbook is intended to provide information to support and assist staff in meeting their obligations regarding good Information Governance and should be read in conjunction with the Information Governance Code of Conduct and Information Governance & Data Security and Protection Policies.

The CCG recognises that the use of social media and other digital messaging services and platforms are increasingly being used in everyday life and can be used to support communications as part of our employment.

The introduction of Social Media and Digital Content Policy will provide advice, support and guidance for staff as the use of social media, it is intended to protect individuals from the use of inappropriate, unacceptable and offensive content (in any format) shared by individuals either as part of their employment, directly related to their employment or on a personal basis when the individual can be linked to their employer.

The CCG feel it is vital to provide an opportunity for staff leaving the organisation to give valuable feedback to support the improvement of future practices in terms of recruitment and selection, management and training, thus supporting the retention of staff.  The purpose of the Leavers Process, including exit interviews, is to assess the overall employee experience within the organisation and identify opportunities to improve retention and engagement, and foster positive relationships and a welcoming working environment.

The CCGs operate within finite budgetary constraints the policy makes explicit the need for the CCGs to prioritise resources and provide interventions with the greatest proven health gain. The intention is to ensure equity and fairness in respect of access to NHS funding.
To do this, the policy provides the list of interventions ‘not routinely funded’ by the CCGs and the specified criteria required for the funding of certain other interventions.

The overall aim of this policy is to ensure that staff on internal or external secondments are treated fairly and consistently. The policy has been  produced to assist both potential secondees and managers to  understand their obligations in these circumstances.