Attended a briefing on the new HR / SLS procedure for managing short and long term sickness absence. The session covered the impact of absence to the university and the trends over the past few years, best practice for reporting and monitoring absence, the paperwork required by HR, triggers for referral to occupational health, new guidelines on phased return, misconduct (which is extremely rare), our responsibilities under the Disability Discrimination Act, and how to access internal and external services which are available to help people, such as counselling for stress and mental health issues. The purpose of the new procedure is to give line managers more direct responsibility and to try and remove the perception of HR as the ‘police’.
The second part of my clearing training covered the actual clearing process itself and included a full overview of the fees situation and all of the various scholarship schemes available from the University, which totals £10 million. Also covered was information about living costs and the loans and grants available from the Student Loans Company. The training then moved on to cover how to enter new applicants in SITS and how this links to UCAS, phone numbers and contacts in other departments who will be on hand for assistance, and what students need to do after being offered a place, most importantly to update their UCAS track with their clearing choice.
Clearing begins on Thursday but I am only down to cover one shift next Tuesday at the moment.
Training on all stages of the University’s recruitment and selection process, and how the eRecruitment system Stonefish has been adopted and integrated to support stages 3-6:
- Establish the need for the vacancy
- Identify the requirement
- Executive authorisation
- Attraction strategy
The training also demonstrated the process for applicants and explained how this has been significantly improved by, for example, allowing people to store details for future applications.