The council maintains a range of staff policies designed to support and encourage good practice, probity and best value. This policy aims to ensure that serious concerns about malpractice or wrongdoing are properly raised and addressed. The renamed policy replaces the previous Confidential Reporting Code dated January 2000 and contains the provisions that are required from the Public Interest Disclosure Act 1998.
Strategic Asset Management (previously Property Services) provides the corporate property function for the Isle of Wight Council. In short this comprises Asset Management (the strategic overview and direction of travel of the Council’s property assets), Estates Management (property acquisitions and disposals, rent renewals, lease renewals, valuations), Building Maintenance (reactive and planned maintenance and repair, energy management) and Building Design (major capital building projects, project management).
CAA 2009: Isle of Wight Council Organisational Assessment Report (Full) Version Dated 09 December 2009
CAA 2009: Isle of Wight Council Organisational Assessment Report (Summary) Version Dated 09 December 2009
This Policy sets out the statutory rights and responsibilities of employees who wish to take paternity leave.
This policy provides a framework to ensure consistency in management of staff experiencing alcohol and/or substance misuse issues at work while at the same time ensuring all reasonable steps are taken to support staff to overcome the health effects.
This strategy outlines our vision and commitments on how we will lead, manage, develop and support our people over the next three years.
Based on our local context and what we have achieved so far, we have set ourselves six priority outcomes that are designed to develop our people and maximise organisational performance. They are:
1. Employing the right people, with the right skills to deliver good quality public services
2. Excellent leadership and management
3. Being a learning organisation
4. A safe and healthy working environment
5. Being recognised as a good employer
6. Providing efficient and cost effective human resource advisory services
This policy sets out rights of employees, who adopt a child within the UK or from overseas, to statutory adoption leave and pay.
This is offered as a guideline for Governors in formulating a policy for their own schools.
This policy will enable the school to: promote the health, safety and welfare of all staff, provide the best possible service to our customers and meet the requirements of Best Value and comply with the Disability Discrimination Act by identifying changes necessary in working practicesor environment to encourage full attendance
This Code of Practice has been developed in consultation with all the teacher association representatives. Its purpose is to assist headteachers in ensuring that the quality of teaching and learning throughout the school at individual teacher level is as effective as possible. The principles will also apply to headteachers where their own performance is a cause for concern.
This procedure has been drawn up in consultation with all the Teachers’ Associations on the Isle of Wight. Its purpose is to assist Governing Bodies in meeting their obligations under the Education Act 2002. Furthermore, it is intended to assist teachers experiencing difficulty to reach an acceptable level of professional performance through the provision of support and guidance. It is not to be perceived as a punitive procedure.
The Employment Figures for the Isle of Wight Council are as recorded for 30 September 2011. The figures are employment counts including Permanent, Temporary Fixed Term, Seasonal and Casual contracts but excluding Relief. Schools under the Council’s control within the reporting period are included unless otherwise stated. The Isle of Wight Council is subject to compliance with the Equality Act 2010 including the Public Sector Equality Duties. The specific duties require the council to publish relevant proportionate information which demonstrates our compliance with the Equality Duty, the information will assist in delivering on the equality duties and also shape services in a way that makes them fully accessible to all customers.
A basic guide to TUPE for schools
Elected members together with the senior management team are fully committed to safeguarding and promoting the welfare of children, young people, vulnerable adults and older people we work with and expect all staff and volunteers to share this commitment. It is recognised that this can only be achieved through sound procedures, good cross council and interagency co-operation (including our partners) and the recruitment and retention of competent, motivated employees who are suited to, and meet the clearance requirements to work in the roles they undertake. The council has a statutory duty to appoint based upon merit.
The pay policy sets out the Council's approach to the pay of its workforce for the financial year 1 April 2012 - 31 March 2013 in accordance with the requirements of section 38 of the Localism Act 2011. Please note that this pay policy will only apply to non teaching staff at those schools which have opted into the Isle of Wight terms and Conditions 2012.
IW Council policy and guidance relating to the safe use of Display Screen Equipment and eye-test procedure.
This document sets out the policy in relation to annual leave and relates to all employees of the Isle of Wight Council, other than teachers, non teaching staff of opted out schools and firefighters.
The list provides you with the contact information for your relevant HR Adviser.
The redundancy policy and procedure is designed to conform to the statutory obligations and guidelines that must be fulfilled whenever redundancies might arise.
This policy sets out the employee relations aspects of organisational change as it affects the school’s employees.
Equality Impact Assessment (EIA) of the financial regulations 2012
The council's policy statement on the fair and reasonable approach to dealing with ex offenders applications for work within the local authority
The Capability Procedure can be used where a member of staff is failing to carry out their responsibilities or duties in a satisfactory manner, either due to a lack of ability, aptitude, inadequate training, or lack of experience. The purpose of the Capability Procedure is to provide a framework through which managers can work with employees to achieve, maintain and improve their performance, and to encourage and support where necessary.
A grievance is an employee’s genuine belief that they have experienced some form of detriment within their work environment or employment. It is for the employee to show that a detriment has occurred. A grievance is not applicable where an employee simply disagrees with a Management, Service, Council or School decision. The purpose of the Grievance Procedure is to provide a fair and transparent process for individual employees to raise problems relating to their employment and to try to resolve these with their manager, or within their Service, Directorate or School. Examples of issues that can be raised under this procedure include problems or concerns about working conditions, working relationships with colleagues, discrimination, organisational change, health and safety or new working practices.
The purpose of the Disciplinary Procedure is to provide a framework through which shortcomings in an employee’s conduct or behaviour can be addressed, to help the person to achieve and maintain the standards expected of them.
The aim is to ensure consistent and fair treatment for all staff across the Council / School.
The Council reserves the right to implement the procedure at any stage, taking into account the nature and seriousness of the employee’s alleged misconduct.
NB These notes are for guidance only and do not form part of the formal procedure