This policy is designed to assist employees who are considering or have taken the decision to retire from service and outlines the options available and support that can be expected from management.

The CCG recognises that services could not be delivered without the successful recruitment and selection of people with the necessary skills, knowledge, experience and qualifications. This policy describes how the CCG as an employer is committed to ensuring that a fair, systematic and objective approach to recruitment and selection is adopted.

This policy aims to ensure that all staff required to be registered with a statutory regulatory organisation/body to practice their speciality/field, are fully aware of their contractual obligation to be registered.

This polices describes the approach of the CCG to the use of probationary periods.

This policy sets out the CCG’s approach to managing unsatisfactory performance in a positive and supportive manner.

The aim of this policy is to ensure that the arrangements for pay protection are clear and applied appropriately and fairly for those members of staff who may require protection of their pay at some point during their employment with the CCG.

The policy sets out the eligibility and procedure for recognising staff who have reached a certain service ‘milestone’ by providing a system of awards for long service, achieved whilst still in service with the CCG.

This policy sets out the CCG’s approach to the management of organisational change and the procedures that should be followed by managers wishing to implement major change, in a way that is both supportive to staff and enhances the provision of the highest quality provision of patient care.

The aim of this policy is to promote a working environment that is harmonious with the best possible relations between management and staff by providing an opportunity for the consistent, fair and efficient resolution of grievances as they affect members of staff.  It provides a framework which will allow employees, individually or collectively, to raise concerns in an open and fair way, ensuring they can be resolved as quickly as possible and at the lowest possible level.

The CCG is committed to supporting prospective parents through all aspects of pregnancy or adoption and throughout the period until their return to work. The CCG seeks to promote “family friendly” policies assisting staff in balancing work and family responsibilities by adopting a flexible approach.  The purpose of this policy is to provide managers and employees with information and guidance about entitlements to maternity, paternity, parental and adoption leave relating to conditions of service, and to provide the basis for a clear understanding of the nature and period of leave, paid and unpaid, that will apply in particular circumstances.

This policy highlights the options available for managers and staff to consider when trying to achieve the right work life balance for a staff member, whilst considering the service needs and those of colleagues so that the CCG achieves a solution which supports staff whilst ensuring the CCGs functions are maintained and objectives achieved.

The promotion of equality and diversity will be actively pursued this and other CCG policies to ensure that employees receive fair, equitable and consistent treatment and ensure that employees, and potential employees, are not subject to direct or indirect discrimination.