Key areas of responsibility
Overall responsibility for Human Resources lies with the Director of HR, who is responsible for the human resources strategy, pay and reward policy and personnel matters including medical staff and recruitment, staff training and development.
Policies
Class 8 lists some of the policies the Trust has in place or is developing in regard to Human Resources.
Equity and equality
The Trust is an equal opportunities employer and aims to eliminate all forms of discrimination. Behaviour regarded as bullying, harassment or victimisation is not tolerated and is dealt with in accordance with the agreed Trust procedures. Managers ensure that every member of staff is treated fairly and equitably whilst in the employment of the Trust, irrespective of their position or job. Everyone is expected to treat his or her colleagues with respect and dignity at all times.
Communicating with staff
The Trust has effective two-way communication/consultation processes that allow staff to carry out their job effectively. Staff are encouraged to become members of recognised trade unions and staff associations and are consulted on all major issues affecting the Trust.
Managers are responsible for providing staff with information on matters relevant to them and their role.
Staff are encouraged to express their ideas and opinions and to share information with both their colleagues and managers in an open and honest manner.
We have a weekly, electronic, staff bulletin, which provides brief, up-to-date information on Trust issues and direct readers to other sources of further information as appropriate. A bi-monthly staff magazine is also published and made widely available.
Staff involvement
The Trust endeavours to ensure that staff have the opportunity to participate in all decisions which have implications for them, from major organisational change to day-to-day decisions about how services are delivered. Managers ensure that staff are involved in making decisions within their department/directorate. Staff are expected to participate in the decision-making process when given the opportunity to do so.
Quality of working life
The Trust is committed to providing more flexible and supportive working practices, which recognise family and carer responsibilities. We respect everyone's right to make their own choices about the balance between work and life and recognise that the emphasis will shift as individual circumstances and careers develop. Managers will, wherever possible according to the needs of the service, endeavour to promote a variety of working arrangements that offer staff a choice, flexibility and greater individual control in their working life. Staff are expected to be flexible and adaptable in response to changing circumstances based on the needs of their colleagues and the necessity to deliver a 24-hour service to patients.
Improving Working Lives (IWL)
The NHS plan makes a commitment to invest in NHS staff. It recognises that a modern NHS must offer staff a better deal in their working lives. Improving the working lives of staff contributes directly to better patient care through improved recruitment and retention - and because patients want to be treated by well motivated, fairly rewarded staff.
The IWL standard has been developed through consultation with staff, unions and professional bodies. It describes the commitment expected from NHS employers to create well-managed flexible working environments that support staff, promote their welfare and respect their need to balance work and home life.
Learning, education and development
The Trust provides the necessary training, education and development to enable our staff to carry out their jobs effectively and to assist them to develop their potential.
Our managers ensure that staff are provided with regular opportunities to discuss their personal and professional development needs and receive fair access to training, education and development.
Our staff are expected to take responsibility for their own personal development by taking full advantage of all opportunities that are provided to them to enhance their skills, knowledge and experience.
Paying our staff
The Pay Services section manages the processes involved in paying our staff. The majority of staff who have pensions are contracted in to the NHS Pension Scheme.
Health, safety and wellbeing
The Trust ensures that the health, safety and wellbeing of all employees are not endangered while they are at work and provide services to support healthy lifestyles for all staff. Any form of violence against staff is not tolerated.
Managers have the responsibility for health and safety in the workplace and will promote the services which are available to staff while they are employed by the Trust.
Staff are expected to take a personal responsibility for the health and safety of both themselves and their colleagues and they are encouraged to maintain a healthy lifestyle. Staff must at all times observe their personal duty of care and relevant professional codes of conduct.
See Section 8, 'Policies and procedures' for information about our health and safety policies.
Recruitment
The Trust is an Equal Opportunities Employer.
The Trust implements policies to promote equality of opportunity for all staff regardless of race, ethnic or national origin, disability, colour, sex, sexual orientation, age, religious beliefs, creed and marital status.
All posts are considered for job share.
