HR Updates
All Updates
21 Dec 2011
Disability Equality at Work
“Disability equality at work” was launched by the Vice Chancellor on the International Day of Disabled People on 2 December 2011. This booklet is to assist all managers and employees who have or work with someone who has a disability. It provides essential information on support provided by the University.
You can find the booklet here.
A hard copy of this booklet is also available if you need one, please contact Mohammad Mahmoud-Zadeh (m.mahmoud-zadeh@salford.ac.uk) for more information.
29 Nov 2011
Strike Action 30 November 2011
Health and Safety Considerations - Strike Action - UCU and UNISON - 30 November 2011
I write further to recent emails in respect of the strike action being taken by UCU and UNISON to advise of the health and safety considerations that you’re asked to observe.
We do not know how many colleagues will not be at work tomorrow as a consequence, either directly or indirectly, of the strike action. It is almost inevitable that there will be reduced staff numbers and so additional precautions may need to be implemented to ensure a safe working environment is maintained for all:
- Owing to reduced staff numbers the normal fire evacuations procedures in operation on this day will be in accordance with the out of core hours procedures that are currently in place. This means that in the event of a fire alarm all members of staff must evacuate the building they are in and ensure any students in their care also evacuate the building promptly. Any signs of fire or smoke must be then reported to the Building Controller, or in their absence, Maxwell Control on the Emergency Number (0161 29) 53333.
- Owing to reduced staff numbers the number of first aiders a work place might be reduced. Rather than rely upon normal arrangements, if a first aider is required you should contact Maxwell Control on the Emergency Number (0161 29) 53333 and a first aider will be found.
- Where staff are normally required to work in higher risk environments with other staff present, managers will be required to ensure that lone working does not place staff at additional risk. Revised work methods or alternative work may need to be found to avoid the risks of lone working.
- In accordance with the building control regulations that apply to us, our premises are not designed as being safe for small children. If you believe that you might be affected by school or nursery closures, you are asked to please mitigate this risk by planning for appropriate alternative arrangements. Should this not be possible you will need to speak to your manager as quickly as possible regarding these difficulties in order to agree how a potential absence on this day should be managed, for example the booking of annual leave on an exceptional basis. More detailed advise has already been provided in an earlier email on this subject.
As we are unable to predict the number of colleagues who might be absent on this day and in what areas, the above provisions are precautionary to ensure the safety of us all.
Keith Watkinson
Executive Director of Human Resources
23 Nov 2011
Notified Strike Action – 30th November 2011
This is for the attention of UCU and UNISON members who will be taking strike action. In addition to the University’s e mail communication, there is a note which sets out the University’s position on the impact on pay and pension should a member of staff participate in strike action or action falling short of strike action . It is important that you read this note which can be found here.
In relation to USS members who wish to preserve pension membership for the notified day of action-particularly life cover, there is a strike action notification pro forma which needs to be completed and returned by 5pm on 29 November 2011. This pro forma is available here.
Protocols
Applications for annual leave on 30 November 2011 will only be approved by managers if they are sure that that services can be maintained. The same principle will apply to any working from home requests.
Should you choose to not cross a picket line, you must contact your manager immediately as this will be treated as an ‘unauthorised absence’ and pay will be withheld.
In terms of sickness absence notification to managers, this remains in accordance with the Sickness Absence Procedure which can be found at HR Documents | Human Resources
Staff Who Do Not Intend To Take Strike Action But Are May Be Affected By The Wider Action In The Public Sector
University employees may genuinely be intending to work as normal on 30 November 2011 but are prevented from doing because:
- School/nursery services may be affected and parents may be required to look after their children
- Local authority services may be affected and carers may be required to look after their dependants
- Public transport may be affected which may prevent people getting into work
We would ask you to consider any risk you may have e.g. checking if there is likely to be any impact on your local schools/services and do what you can to mitigate this risk by planning for appropriate alternative arrangements in respect of 30 November 2011. Should this not be possible you will need to speak to your manager as quickly as possible regarding your difficulties in order to agree how a potential absence on this day should be managed, for example the booking of annual leave on an exceptional basis.
10 Oct 2011
Employee Declaration on UCU Industrial Action
Further to the notification from UCU that its members will be commencing industrial action with effect from Monday 10th October 2011, we are asking all members to notify the HR department of their intention to take part in the ‘work to contract’ action.
Please download and complete the pro forma below and email it to the HR department on HRIA@salford.ac.uk by Monday 17th October 2011.
Should you have any problems accessing or completing this form, please call HR Services on 0161 29(52121).
Industrial Action Employee Declaration Pro Forma
26 May 2011
Identifying and Managing Stress Toolkit now live
Over the last few years managers and staff have been dealing with the challenges that come with rapidly changing workplaces. This toolkit has been designed to help you to identify ways to support yourself and cope with that uncertainty. The diagnostic questionnaire in the e-learning element will enable you to assess your current level of stress and then direct you to the appropriate help and support that is available within the university. To access the toolkit please goto:
http://www.hr.salford.ac.uk/development/toolkits/l2_detail.php?type=a%20question&l1=&l2=27
19 Apr 2011
How do you want to access internal training and development?
Improvements are being made to the way that colleagues can access internal training and development and a questionnaire has been designed to find out your preferences.
Tracey Hulme, Associate Director of Leadership and Learning, said “We want to make it easier for colleagues to find out about, book onto and engage with internal training and development. I would encourage you to please take a couple of minutes to answer this questionnaire and share your views so we can better suit your needs”.
Please click on the link below to complete the questionnaire.
http://www.survey.bris.ac.uk/salford/staff-training
06 Apr 2011
The end of Age Retirement Policy: 6th April 2011
This notice issued to inform the existing and prospective employees of the University of changes in the employment law which abolishes the Default Retirement Age with effect from today 6/04/2011.
The Employment Equality (Repeal of Retirement Age Provisions) Regulations 2011 which come into force from 6th April 2011 make it illegal to retire an employee on the basis of their age (Default Retirement Age)(DRA) for example, of 65. This was widely known as DRA 65 or Normal Retirement Age.
The University’s Age Retirement Policy was, like other universities, based on the DRA of 65 which is now abolished and is replaced by the provisions of the new retirement Regulations 2011 from today.
The retirement Regulations 2011 has Transitional Provisions for employees who reach the age of 65 between 6th April and 30th September 2011. Employees who fall within this category have been given notification of their pending retirement within the provisions of this law.
For employees who reach the age of 65, or indeed any other age approaching retirement stage in their career, from 1st October 2011, the University’s New Flexible Retirement Policy which is drafted and is being consulted upon, will apply in due course.
This notice placed on the University’s HR website and other files temporarily replace the old Age Retirement Policy until 1 October 2011.
In the meantime, if you have any queries on this matter of ‘retirement’ please do not hesitate to contact the HR Services on Ext:52121 or email HRServices@salford.ac.uk
OR your Pensions Officer, Rachel Nield on Ext:52101
OR Mohammad Mahmoud-Zadeh, HR Adviser (E&D) Ext: 53592 or email m.mahmoud-zadeh@salford.ac.uk
17 Mar 2011
URGENT - FOR THE ATTENTION OF UCU MEMBERS ONLY- Notified Strike Action 22nd March and 24th March 2011
In response to UCU’s notification to ballot for industrial action, Keith Watkinson wrote to colleagues on 1st February 2011 setting out the impact on pay and pension should a member of staff participate in strike action and/or action falling short of strike action. It is important that you review this communication again and a copy can be found at http://www.hr.salford.ac.uk/updates.php?id=72
The latest position is that UCU have now notified us of strike action on 22nd and 24th March 2011 and whilst I fully acknowledge your legitimate right in law to take strike action, I would still ask you to consider carefully the impact of such action on our students.
There are a number of important things you need to be aware of and action you need to take:
Notification of Action/Impact On Pension
We expect you to notify us if you are participating in strike action so that we are able to withhold a full day’s pay for each day of action. Linked to this, and this is very important, we have agreed with your UCU representatives that we will allow staff to make employee contributions to the USS pension scheme in respect any day of action and the University will pay its normal employer contributions. However, this is strictly conditional of staff notifying us before any strike action that they are committed to making this contribution. Therefore, in advising us of your intention to take strike action you will also need to indicate your commitment to making the pension contributions otherwise pension membership will be suspended which will have an impact both on long term benefits and coverage on the day(s) itself with death benefits being the most obvious example.
Your notification of action, and intention regarding pension contributions, must be communicated by 21st March 2011 using a pro forma available at : http://www.hr.salford.ac.uk/docs/Strike_Action_Pro_Forma.docx
This form may returned electronically to HRSERVICES or sent to HR Services, Ground Floor, Allerton Building.
Protocols
Applications for annual leave for either days of action will only be approved by managers if they are sure that that services can be maintained. The same principle will apply to any working from home requests.
In terms of sickness absence notification to managers, this remains in accordance with the Sickness Absence Procedure which can be found at http://www.hr.salford.ac.uk/policies-procedures/?letter=S
17 Mar 2011
Launch of new HR telephony system
As part of our move to a shared services model, HR Shared Services have now launched a new Telephony IPCC system, including the introduction of a new central telephone number. The implementation of this system will improve the service to those making enquiries to HR Shared Services and will provide greater accessibility.
Therefore with effect from 17th March 2011 please contact 0161 295 2121 (ext. 52121 for internal calls) for professional HR advice and support.
03 Mar 2011
HR Division are Moving Friday 4th March
The HR Division are temporarily moving to the Allerton Building over the weekend of 5th and 6th March and as such there may be some disruption to our service provision on Friday 4th and Monday 7th March.
We apologise for any inconvenience caused.
17 Feb 2011
Industrial Action Update
On the 1 February we wrote to colleagues who potentially are members of UCU with news that this trade union was to start a national ballot of its membership for industrial action on ‘Proposed detrimental changes to USS and retaining comparable pension benefits’ and the ‘National claim 2010 regarding job protection and pay’ . This letter also informed colleagues about the University’s position on deductions from pay for industrial action. A copy of this letter can be found at http://www.hr.salford.ac.uk/. The University, quite correctly, does not hold a list of colleagues who are members of UCU and so I am writing to all colleagues who are potentially members. If you are not a member then the following information will not apply and you can disregard it.
Shortly after this letter was sent to you the University received notification from the UCU that they were withdrawing their ballot notifications. However, we have now received notification from the UCU of two new ballots for industrial action, on the same issues as the previous notification, and that these ballots will now commence on 17 February. We understand therefore that if you are a UCU member you will shortly receive two ballot papers for industrial action. We would urge all members of UCU to exercise their right to vote and in doing so consider the issues very carefully.
It is important to emphasize that this is a national ballot for industrial action but also that the University of Salford remains committed to the national negotiations.
If you have any queries about this letter please contact HR Services in the first instance.
14 Feb 2011
Updated Sickness Absence Policy
REVIEW OF HR POLICIES FOR IMPLEMENTATION IN 2011
Over the past few months, Human Resources have been reviewing its various policies and procedures in place at the University in order to ensure that they support the delivery of the Strategic Plan. They have also been revised where new employment legislation has been introduced.
The policies include; sickness absence, principles to be adopted during restructuring, redeployment, policy on consensual relationships, updated mediation, grievance and disciplinary policies, a policy on the protection of vulnerable adults amongst others. In the case of each policy, we have been in consultation with all the campus trade unions regarding new or changed policies and have where possible have incorporated their feedback and suggestions.
In order to support staff and managers in understanding the key policies, a series of training toolkits have been created. These consist of e learning modules, face to face workshops, quick guides and further reading where staff and managers can learn about the policies, how to apply them, and test their understanding. There will also be ongoing assistance from HR Services as well as checklists and guidance template forms. The first set of toolkits will be available for use from 25 February, with more to follow during the rest of 2011.
Prior to each revised or new policy being implemented, Human Resources will write out to inform all employees and managers.
UPDATED SICKNESS ABSENCE POLICY TO BE IMPLEMENTED IN JANUARY 2011
The Sickness Absence Policy has been updated and the new version should be used with immediate effect. The policy can be accessed from the HR document finder through the staff channel or by clicking on the link http://www.hr.salford.ac.uk/docs/Sickness_Absence_Policy.doc http://www.hr.salford.ac.uk/docs/Sickness_Absence_Procedure.doc The updated policy replaces any previous versions including the Code of practice for managing sickness absence. Where absence is being managed in line with the previous policy, advice should be sought from HR Services on transitioning across to the new policy. The main changes between the old and new policies are:
• Self certification should now take place for any absence of between 1 to 7 calendar days. Previously only absences after the 4th day of sickness required self certification.
• Guidance on the new ‘fit note’ which replaced the previous ‘sick note’ issued by GPs for absences from the 8th calendar day onwards.
• A return to work interview is to be conducted by the manager where the absence has been for at least 3 days. Return to work interviews were part of the previous policy but this has been reemphasized as it is good practice and to consider changes due to the introduction of the new ‘fit note’.
• The addition of a total of 12 days absence within a 12 month period has now been included as an indicator for the manager to hold an informal meeting to discuss the absence with the employee.
• Guidance for managers where sickness absence is disability or pregnancy related.
• Where an employee is off on long term sickness absence (4 weeks or more), the manager should normally ask the employee after 4 weeks to consent to a referral to Health, Safety and Wellbeing so that the manager can receive information from a medical professional about the employees ability to return to work and any support required to enable this. Previously referrals were after 6 weeks.
• Where a manager wishes to refer an employee as above, in addition to providing consent to be referred, written consent is now required from the employee for the report to be sent to the manager by the Occupational Health Physician.
• Where an employee is off long term sick and unable to take their statutory annual leave, it is now possible to accrue statutory annual leave whilst absent due to sickness. This was not covered in the previous policy.
The procedure for handling cases of ill health retirement or capability is now incorporated into one policy. Previously these were covered by separate policies.
In order to support colleagues and managers in understanding and applying these key policies, two e-learning packages are now available. They can be accessed via:
http://www.hr.salford.ac.uk/development/attendance.php
There will be additional learning and development materials relating to absence and attendance coming soon, such as face to face workshops, managers’ guides, further reading, and reference materials. These will be available towards the end of March, and will be accompanied by the launch of training toolkits on other topics. More toolkits will follow during the rest of 2011.
Ongoing assistance from HR Services will continue to be available, as well as checklists and templates. HR Services can be contacted on ext 52121 if you have any further queries.
01 Feb 2011
Industrial Action
Many of you will be aware that there is currently much discussion within the HE sector on the subject of the Pay Award 2010/11 and the proposed changes the Universities Superannuation Scheme (USS). The University of Salford remains committed to the national pay negotiations and as I have recently informed you will pay the award. Many of you will be members of recognised trade unions and whilst not wishing to pre-empt possible outcomes of any further negotiation and consultation on these issues, the eventual outcome may not be viewed as acceptable to the employee’s representatives.
I have to inform you that the University (in common with all other institutions) has received notification from the University and College Union (UCU) of their intention to ballot their membership on industrial action over the, ‘Proposed detrimental changes to USS and retaining comparable pension benefits’ and ‘National claim 2010 regarding job protection and pay’. In these circumstances we are obliged to write to colleagues who may be members of UCU and advise them of the national employer’s position, and therefore that of the University, if this ballot were to be in favour of industrial action. Any industrial action inevitably has a serious adverse effect upon the University's activities, and most importantly, upon the University's students. We urge all staff members to consider carefully the deleterious consequences of industrial action.
If you decide to take part in any form of industrial action this will impact on your pay and your pension. I have set out the position in more detail below.
In the event that any member of staff participates in strike action, the University will deduct pay for each day at the rate of one day's pay. This is calculated as 1/260 of the annual salary. Action falling short of a strike (called partial performance), for example, a refusal to carry out duties reasonably expected of them, also constitutes a breach of contract. The University will not accept partial performance and will withhold a full day's pay for each such day of action in these circumstances. Staff will be asked to declare whether they are engaged in action short of strike action. The amount withheld will be calculated at the rate of 1/260th of annual salary for each day that services are partially performed.
In the event that any member of staff participates in strike action, their membership of the USS pension scheme is effectively suspended for the duration of the action. Staff may elect to pay the contributions to cover the period of suspended membership. The amount of contribution would be 22.35% of gross pay per day of industrial action. This is the total of employee and employer contribution to USS. Staff will be required to indicate whether they intend to pay these contributions or not before starting industrial action. If contributions are paid, membership will accrue as normal and death in service cover will be maintained.
I sincerely hope that negotiations will be concluded at national level without recourse to industrial action. I also realise that many staff will not wish to participate in industrial action even if the UCU calls for such action on a national basis. With this letter the University is seeking to write to all employees who may be Trade Union members. As we do not hold this level of information we are therefore writing to all employees who we consider are in scope. Please discard this letter if it does not apply to you.
The Strike Action Pro Forma can be accessed from the HR Document Finder through the HR website or by clicking on the link http://www.hr.salford.ac.uk/docs/Strike_Action_Pro_Forma.docx
If you have any queries about this letter please contact HR Services in the first instance.
13 Dec 2010
NEW self managed learning available
Seven new self managed learning packs are now available from the Employee Development eLearning Portal. Topics covered are:
- Assertiveness
- Create a new you
- Se-stress you
- Effective change
- Interview success
- Overcoming anxiety
- Personal branding
To access these packs go to http://www.hr.salford.ac.uk/development/portal.php
08 Jul 2010
Proposed changes to USS pension scheme
The Joint Negotiating Committee reach a decision.
Following the meeting on 7th July of the Joint Negotiating Committee (JNC) of the Universities Superannuation Scheme (USS), it was confirmed that a package of proposals for benefit reforms from the employers would be recommended to the USS Trustees on 22 July 2010.
This conclusion was reached when independent chairman, Sir Andrew Cubie, exercised his casting vote in favour of the employers’ proposals. This is an important step in a formal process which will include a full statutory consultation with employees once the Trustees have approved these changes.
To read the full media release, please follow the link:
http://www.employerspensionsforum.co.uk/en/news/index.cfm/jnc7july
04 May 2010
University’s Workload Balancing Joint Statement
University’s Workload Balancing Model (WLB)
Joint statement by UCU, Director of Finance and Executive Director of Human Resources
The main objective of WLB is to help Heads of School with their Strategic and Operational objectives, to plan and manage their staff resources effectively through the equitable workload allocation of staff time. An important use of the WLB system is ensuring that the University has a Transparent Approach to Costing (TRAC) compliant time allocation information to provide input data for the activity costing system and TRAC returns. TRAC has been the standard methodology used by 165 higher education institutions for costing their main activities and it is increasingly informing the public funding of higher education.
UCU representatives have expressed their member’s concerns about how far these principles were being achieved particularly in relation to consistency and perceived increases in workloads measured by rises in median workload points in a number of Schools. Attention is being directed to the issues identified in the operation of the WLB that have resulted in a greater degree of deviation in individual workloads than expected. This focus is to direct resources to resolve issues systematically.
The University remains committed to working toward achieving the scheme’s objectives and is committed to the underpinning WLB policy principles of equity, transparency and consistency.
At a meeting of the Workload Balancing Steering Group in September 2008 it was agreed that representatives from HR and Finance should develop a business case and prepare recommendations to ensure that WLB Policy(*) objectives were being fulfilled. The objectives of the report were to (i) identify the impact of the policy, (ii) establish the gap between current WLB practices. A detailed process of analysis, evaluation and report followed. The report made recommendations which centred around:
• improving consistency, equity and accuracy
• addressing Research Allocation Concerns
• improving the System Software
• providing Training and Support
• improving the use of WLB output and reporting
Following recent meetings with the Director of Finance, the Executive Director of HR and UCU representatives it has been confirmed that detailed work by HR and Finance staff commenced in March 2010 to implement the report recommendations. Reports on progress will take place through the Workload Balancing Steering Group (on which UCU has membership) and the University Partnership Working Group. A progress report will be made to these bodies during July 2010.
(*) WLB policy link: http://www.hr.salford.ac.uk/policies-procedures/
23 Apr 2010
CHANGES TO PENSION SCHEME RULES
The Government has introduced changes that affect all UK pension schemes.
The changes come into affect on 1st April 2010.
This means that the 3 pension schemes operated by the University, USS, LGPS and TPS are all affected.
From 1st April 2010, the youngest you can retire for any reason other than ill health increases from 50 to 55.
Important information for USS members only.
USS has introduced transitional protection for anyone who was a member of USS on 05.04.06 and who has been a member continuously since that date.
• If the member is made redundant from 01.04.10 onwards, they still receive payment of their pension benefits from age 50.
• This doesn’t apply to members who leave in the interests of efficiency of the business, regardless of the date they joined USS.
• Any USS member who joined after 05.04.06, who is made redundant cannot receive payment of their pension benefits until age 55 at the earliest.
For more information, please contact the Pensions Officer, Rachel Nield on 0161 295 2101 or R.Nield@salford.ac.uk
20 Apr 2010
Advice for staff currently stranded overseas
As air travel continues to be paralysed by the huge cloud of volcanic ash, the University is offering the following advice for employees who are stranded overseas because of flight cancellations.
If a member of staff is away on business, he/she will receive pay as normal. You should continue to press your airline with whom you have booked your flights to provide you with accommodation and meals. In the event that they refuse to provide any further support, you should ensure you have adequate accommodation and meals and keep separate receipts for these expenses. The University will then reimburse you in accordance with its Staff Travel and Expenses policy.
If a member of staff is on annual leave, and unable to return home, we will allow him/her to take extended holiday or unpaid leave. If a member of staff has chosen to tag holidays onto his/her business trip, we will allow him/her to take extended holidays or unpaid leave.
Please contact your line manager if you require further clarification or Anna Ward, HR Advisor, on +44161 295 6732. Email: a.ward1@salford.ac.uk
08 Mar 2010
Stop Smoking Day 10th March 2010
On the 10th March, in Maxwell foyer, between 11.30 - 13.30, Occupational Health & Wellbeing will be hosting a stand with information on how to "Stop Smoking".
If you smoke and would like more information on how to give up, pop along to see us.
29 Jan 2010
Development programme for Diverse Leaders (Black and Minority Ethnic – BME) - DEADLINE EXTENDED
Deadline for applications is now FRIDAY 5th FEBRUARY 2010
Stellar HE is a strategic executive development programme for Diverse Leaders (Black and Minority Ethnic - BME) in Higher Education. It has been designed specifically to develop and implement leadership strategies that reflect the unique challenges and experiences of black and minority ethnic academic and professional staff across the HE sector.
This programme is suitable for academics, researchers, and professional support staff who manage or supervise the work of others.
All interested participants need to discuss their participation with their managers and complete an application form.
Each participating HEI will conduct its own recruitment process. The application forms and selection criteria are however standardised across all institutions.
The deadline for applications is FRIDAY 5th FEBRUARY 2010
Further details are available online at http://www.hr.salford.ac.uk/STELLAR-HE-Information-Sheet.doc
Application form can be downloaded from http://www.hr.salford.ac.uk/STELLAR-HE-Application-Form.doc
If you would like to discuss the programme please contact Sharon Grant, ext: 52882
28 Jan 2010
National Pay Award for 2009/10
Following exhaustive national negotiations between the employers’ organisation (UCEA) and the trade unions, I write to inform you that both sides recognise these negotiations as having been concluded. I write to advise you therefore that a pay award of 0.5% will be made with effect from 1 August 2009.
Arrangements are being made to implement the pay award as quickly as possible, as follows:
- For staff paid at the end of the month the pay award will be implemented in the January 2010 salary payment
- For staff paid mid month the pay award will be implemented in the February 2010 salary payment
For details see http://www.hr.salford.ac.uk/UCEA10002-PayAgreement2009-10.pdf
A number of other issues were discussed between the two parties at the same time as those in respect of the pay award, the most significant perhaps being a Digest on Job Security. Full details of the arrangements reached will shortly be available on the HR website.
26 Jan 2010
24 - 30th January 2010 – Cervical Cancer Awareness Week
Every year in the UK, over 2,800 women will be diagnosed with cervical cancer and 1,000 women will die from the disease. But this can be prevented; detection of early changes in the cervix by regular screening is, to date, the most effective method of preventing a cancer from developing.
In 2007-8, 1 million women (20% of those invited) did not attend screening, whilst for those aged 25 to 29 the figure was even more worrying with only 66.2% attending.
So when did you last have a smear test? 3, 5, 10 years ago \" or maybe never?
Contact your GP today to arrange your appointment, don’t delay, act TODAY.
30 Oct 2009
Reduced HR Service on Friday 13th November
On Friday 13th November, the availability of Human Resource Management services (including the SAP Helpdesk) will be limited/reduced throughout the day to due to most staff members being involved in office moves.
We hope to keep any disruption to a minimum, but ask that you take this early notification into consideration when planning to use our services.
We apologise for any inconvenience and thank you for your patience and cooperation on this day.
30 Oct 2009
Performance Management Scheme
CSE are close to launching a pilot of a new performance management scheme for all employees. Focus groups have been held in the school and training programmes are being developed for everyone. We hope to have it up and running by Christmas and will be sharing the learning from this pilot across the university.
23 Oct 2009
European Health and Safety week event asks how clean is your office?
The Health Safety and Well-being Division are marking European Health and Safety Week 2009 by inviting colleagues to two events featuring information and enlightening activities!
Colleagues can meet the team from 11 am-2pm on Monday 26 October in Maxwell reception and Thursday 29 October in Allerton ground floor reception to learn more about the importance of adopting good standards of hygiene \" both personally and within the workplace.
Ann Chapman, Occupational Health Officer, said “As reinforced in the Catch it, Bin it, Kill it swine flu campaign, a good standard of hygiene is one of the most effective ways to reduce contamination and prevent the spread of a virus.
“In the workplace colleagues should consider hygiene issues around shared workstations, communal areas, kitchens and laboratories. For personal hygiene it is important to consider care and cleaning of personal items such as mobile phones, wallets, purses glasses as well as hand washing.”
The events will include a ‘Uni-lite’ activity where colleagues can bring personal items such as jewellery, watches, mobile phones, make up bags or brushes, to be horrified or amazed at their cleanliness. A ‘Wash and Glow’ activity means colleagues can wash their hands in a cleaning solution and see how clean they really are using a special glow stick.
There will be lots of information available plus freebies including hand gels, bacterial wipes, tissues, logobugs, pens and carrier bags.
For further information, please contact the Health, Safety and Wellbeing Department on 55425 or helpdesk-hsw@salford.ac.uk
19 Jun 2009
Phase 2 online recruitment system rollout
A new web based recruitment system is being introduced in two phases by the University from June 2009.
Phase 1 started on 5th June in the following areas:
- Human Resources
- Faculty of Health & Social Care
- Estates and Property Services and
- Commercial Services.
All new vacancies for theses areas will now be published on the eRecruitment system.
Please visit our jobs page at https://jobs.salford.ac.uk/vacancies.php
The much larger Phase 2 of e-recruitment begun on 1st September 2009. Various additional areas of the University are now included, for further details please see www.jobs.salford.ac.uk
The online system will streamline the recruitment process and improve the recruitment experience, both for new applicants and for the University.
If you have any questions or require information, please contact Glen Clancy, HR Resourcing Manager on ext 50013.
29 May 2009
New Wellbeing function calls you to use free services
The HR Division's new Wellbeing function - formerly OHSS - offers a range of services to staff.
Staff can take advantage of free health checks with appointments including blood pressure checks, Body Mass Index as well as cholesterol and glucose testing.
General health advice is also available including exercise, nutrition and Stop Smoking advice.
In addition, Wellbeing has a Physio who can assist with any muscular or skeletal problems including shoulder, elbow, wrist or recurrent back pain. The Physio works Tuesday 9.30am - 12.30pm and Thursday 1.00pm - 4.00pm.
Book a free appointment today for any of these checks by contacting Wellbeing on 0161 295 5425.
05 May 2009
Plant with a Purpose raises over £200
The University Well-being Working Group and KidsCan would like to thank everybody who supported the 'Plant with a Purpose' event last Thursday.
Max Rawlings from HR said: "We are delighted to announce that we raised £226.74 for KidsCan! This is a reflection of the generous spirit of staff and students at this University."
The event united staff and students from across the campus who brought in plants, sold plants and enjoyed a few gardening tips as well.
27 Apr 2009
Plant with a Purpose blooms into KidsCan funds
Make sure you come along to 'Plant with a Purpose' at the Allerton Concourse on Thursday April 30 from 11am - 2.30pm to add some greenery to your life whilst raising vital funds for children with cancer.
You can bring a plant, plant a plant or swap a plant to green up your life and raise money for Kidscan.
Please see http://www.kidscan.org.uk/?pid=62 for the programme of demonstrations and plant tips from our Salford experts and enthusiastic amateurs. If you have some plant or gardening books that you could donate then please bring them with you too.
For more information please contact Max Rawlings on 295 2339 or email m.k.rawlings@salford.ac.uk
27 Apr 2009
Post-Entry Training Scheme - Deadline
The Post-Entry Training (PET) Scheme provides funding support to members of non-teaching/support staff who wish to undertake courses of further study and training that lead to recognized qualifications which will help equip them primarily to improve their work performance and enhance their career development.
The deadline this year for applications for funding for courses beginning between January and May 2010 is Friday 30th October 2009. (Please be aware that late applications will not be accepted unless agreement has been granted by HR Development.) Details of the scheme and all the relevant application forms and guidance notes are available on the PETS web pages (http://www.hr.salford.ac.uk/development/administrators/pets). Forms are also available from Angela Cross in HR Development (a.e.cross@salford.ac.uk).
23 Apr 2009
The new ‘Human Resources Division’
Keith Watkinson is delighted to unite the activities formally carried out by Personnel, Staff Development (from Staff and Curriculum Development) and Occupational Health and Safety Services (OHSS) under the new ‘Human Resources Division’ in these sections:
- Human Resource Management
- Human Resource Development
- Wellbeing
22 Apr 2009
Invigilation training programme now on-line
An on-line training programme is now available providing guidance and information for invigilators during examinations.
http://www.hr.salford.ac.uk/development/online/invigilation/
16 Apr 2009
Blood Pressure Clinic - Thursdays, 11:30-13:30
Would you like to have your Blood Pressure recorded at work?
Do you suffer with High Blood pressure?
Do you have to take time off work to have your blood pressure recorded?
Well look no further. Wellbeing is offering a FREE Blood Pressure Clinic to all staff on Thursdays between 11:30 - 13:30.
Book your Appointment today. Contact Wellbeing on 0161 295 5425.
01 Apr 2009
Fruity Friday
‘Fruity Friday’ is on the 15th May this year. The University aims to raise awareness of the link between a healthy diet and a reduced cancer risk, and to encourage individuals to increase their consumption of fruit (and vegetables) - getting the message across that cancer is a largely preventable disease.
Occupational Health would like to encourage all staff to hold events within departments & schools and raise money for Cancer research.
‘Fruity Friday’ is a great way to lend your support and get others involved in fundraising activities too! Let’s make it fun! Start your planning today!
01 Apr 2009
Do you want to stop smoking?
Choosing to stop smoking can be one of the most important and worthwhile decisions you make, however it may be one of the most difficult. With the correct information and support, stopping smoking can be made easier.
Wellbeing can provide one-to-one sessions with qualified advisors and vouchers are available for replacement therapies. To book an appointment, contact Wellbeing on 0161 295 5425
04 Mar 2009
Employee Support Helpline Website
Your Employee Support Helpline (ESH) is a confidential 24 hour LifeManagment™ and Personal Support service which can help you deal with both everyday situations and more serious problems.
It is a professional and quick way to solve the challenges and new situations you face.
If the situation is easily resolved, some employees have found the answer by using the new additional on-line service from AXA-ICAS ICASxtra.
ICASxtra has been designed so that the information relevant to the majority of enquiries can be accessed quickly and easily on-line. There is a huge range of information available on a variety of work-related or domestic topics. The information is presented in a way that is both easy to access and understand.
For further details for the Employee Support Helpline and information on how to access the website, see http://www.hr.salford.ac.uk/health-wellbeing/support-helpline
04 Mar 2009
'Healthy Eating' home study course for staff
Following on from the University’s Health and Wellbeing event last October, Wellbeing Division is pleased to announce that places are now available on the new "Healthy Eating" home study course.
The course is fully supported and funded by a partner college so you can learn at your own pace and in your own time. What’s more it is FREE*
What will I learn?
- What a healthy diet consists of and why you should eat healthily
- The five food groups
- Healthy food preparation
- The nutritional needs of different age groups and people with special dietary requirements
- Food labelling and food additives
- How to recognise healthy and unhealthy foods
I am sure you will agree these types of flexible learning courses are a great way for you to expand your knowledge around key issues. However, it is important that you register your details as soon as possible to be accepted on this course since funded places are limited.
To find out more about this course see http://www.healthforlifeonline.net/UniversityofSalford/index.html