The policy aims to ensure that all employees and ICB board members are able to undertake their work competently and effectively in line with the organisational objectives, by defining an equitable and consistent decision-making process for accessing personal development and training opportunities.

The policy outlines the procedure for rebanding posts that fall within the scope of Agenda for Change (excluding medical, dental and those on local terms and conditions and on very senior manager/Board contracts), either on a substantive or temporary basis.

This policy sets out the arrangements for overtime payments under the Agenda for Change terms and conditions of employment.

The ICB 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 objective of this policy is to help protect the organisation, but also to protect the employees interests and to advise the employee of the potential consequences of the employees’ behaviour and any content that the employee might post online, whether acting independently or in your capacity as a representative of the ICB.

The 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.

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 ICB 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 ICB 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 policy describes the approach of the Integrated Care Board (ICB) to the use of probationary periods.

This policy has been developed to provide a framework which will enable managers to identify and address issues of unsatisfactory performance in a fair and consistent manner and to enable the employee to reach the required standard of performance.

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 ICB.