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.

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

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/Governing Body contracts), either on a substantive or temporary basis.

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 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.

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.

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.