IoE Policy	Unit Policy Reviewed: 15/06/10	Admin procedure Reviewed: 15/06/10	Staff procedure Reviewed: 15/06/10
ALLOCATING RESEARCH WORK Unit policy on allocating research work has been agreed by HR.	ALLOCATING RESEARCH WORK If there is new funding for posts available, staff are considered in the following order on the basis of them having the necessary skills, being on the relevant grade and being available for the work in the timescale. The ability of the whole team to complete the funded work will be taken into account as well as the experience, skills and availability of individuals. 1. Those named on applications as long as they are already a member of research staff (it can not be used as a method of external recruitment). 2. Others who have been working consistently and for some time on the same team where new funding is an extension of previous work 3. Others in SSRU 4. Others in the Faculty 5. Others in the Institute 6. External recruitment Research associates are also employed but only for immediate work when others are not available and there is not sufficient time to recruit others. Due to the short notice of funding and lack of availability of other staff, this can be quite common.	ALLOCATING RESEARCH WORK	ALLOCATING RESEARCH WORK All decisions about staffing at SSRU need to be agreed by UMC. This includes naming staff on research proposals, allocating secured funding, and allocating work to research and staff associates or other temporary staff. See Unit Policy for more information on how UMC allocate work to staff.
STAFF CONTRACTS / REDUNDANCY IOE have a formalised redundancy process. Information on Redundancy and Redeployment Policies is available on the IOE intranet (here)	STAFF CONTRACTS / REDUNDANCY/ SELECTION POOLS UMC routinely review all staff contracts and end dates. Staff at risk of a reduction in fte in the next 7 months or who are identified as part of selection pools are all potentially at risk of redundancy. The key stages of the redundancy process are outlined below. A more detailed description of all stages can be viewed here. A list of FAQs about the redundancy process can also be accessed here. 1. EXPLORATORY REDUNDANCY MEETING: Staff at risk of a reduction in fte in the next 7 months are identified. Staff at the same grade and doing similar work are also identified to be included in a redundancy selection pool alongside those at risk of a reduction (partial or complete) in fte. UMC ask line managers to hold exploratory meetings with all those at risk of redundancy. The date of the exploratory meeting is recorded and sent to the Faculty HR Manager who includes these dates in his report to Central HR. This begins the redundancy process. 2. FORMAL REDUNDANCY MEETING: If the funding timeline gets even shorter then HR invite staff to a formal meeting to discuss the fact that the Institute is considering redundancy. This meeting is attended by the staff member at risk of redundancy and possibly a colleague or union representative, the Head of Department and the Faculty HR Manager. At this meeting possible alternative options such as further possible funding or redeployment at the IoE will be discussed. 3. LETTER OF REDUNDANCY / REDEPLOYMENT LIST: If after the meeting, redundancy is confirmed, then staff will be sent a formal letter giving them three months’ notice of redundancy. Staff are put on a redeployment list that gives them preferential treatment for any appropriate vacancies across the Institute at the same grade and approximate fte. Although they have a formal letter of redundancy, this can be withdrawn up to the final day if funding comes in or if another job becomes available for them across the Institute.	STAFF CONTRACTS / REDUNDANCY/ SELECTION POOLS	STAFF CONTRACTS / REDUNDANCY/ SELECTION POOLS Staff should feel free to approach UMC if you have any queries about your contract or the redundancy process.
SESSIONAL AND TEMPORARY STAFF Hourly rates of pay are available from the IoE website. The form for requesting an agency temp via the Institute is available from the Faculty Research Consultancy and Knowledge Transfer Manager.	SESSIONAL AND TEMPORARY STAFF Work should normally be undertaken by staff on normal employment contracts. If this is not practicable then research or admin associates or other temporary staff can be employed. All staff are subject to induction and exiting procedures. All temporary staff are issued with sessional contracts. These staff must complete monthly timesheets (MTS.) The Project Director is responsible for temporary staff working on his/her project.	SESSIONAL AND TEMPORARY STAFF Sessional staff and casual staff must fill in a monthly timesheet (MTS). This will be dealt with by the Project Director or the Faculty Research Consultancy and Knowledge Transfer Manager. Ensure that any forms handed to you are sent to Human Resources before the 5th of the month to make the payroll deadline. MTS forms are kept by the pigeonholes in the resource room. Details are available via the Unit Administrative Officer.	SESSIONAL AND TEMPORARY STAFF Before temporary work is taken on the Project Director must liaise with the Faculty Research Consultancy and Knowledge Transfer Manager to check the available budget, whether a contract is required, and the best means of payment or process for completion of timesheets. The Project Director must ensure that sessional staff fill in monthly timesheets. These must be returned to Finance by the 10th of the month in order that the member of staff is paid at the end of the month. All FEES1 forms for casual staff and MTS (monthly time sheets) for fees-paid staff should be noted with the project code and passed to the Unit Manager for processing.

IoE Policy

Unit Policy
Reviewed: 15/06/10

Admin procedure
Reviewed: 15/06/10

Staff procedure
Reviewed: 15/06/10

ALLOCATING RESEARCH WORK

Unit policy on allocating research work has been agreed by HR.

ALLOCATING RESEARCH WORK

If there is new funding for posts available, staff are considered in the following order on the basis of them having the necessary skills, being on the relevant grade and being available for the work in the timescale. The ability of the whole team to complete the funded work will be taken into account as well as the experience, skills and availability of individuals.

1. Those named on applications as long as they are already a member of research staff (it can not be used as a method of external recruitment).

2. Others who have been working consistently and for some time on the same team where new funding is an extension of previous work

3. Others in SSRU

4. Others in the Faculty

5. Others in the Institute

6. External recruitment

Research associates are also employed but only for immediate work when others are not available and there is not sufficient time to recruit others. Due to the short notice of funding and lack of availability of other staff, this can be quite common.

ALLOCATING RESEARCH WORK

All decisions about staffing at SSRU need to be agreed by UMC. This includes naming staff on research proposals, allocating secured funding, and allocating work to research and staff associates or other temporary staff.

See Unit Policy for more information on how UMC allocate work to staff.

STAFF CONTRACTS / REDUNDANCY

IOE have a formalised redundancy process.

Information on Redundancy and Redeployment Policies is available on the IOE intranet (here)

STAFF CONTRACTS / REDUNDANCY/ SELECTION POOLS

UMC routinely review all staff contracts and end dates. Staff at risk of a reduction in fte in the next 7 months or who are identified as part of selection pools are all potentially at risk of redundancy. The key stages of the redundancy process are outlined below. A more detailed description of all stages can be viewed here. A list of FAQs about the redundancy process can also be accessed here.

1. EXPLORATORY REDUNDANCY MEETING: Staff at risk of a reduction in fte in the next 7 months are identified. Staff at the same grade and doing similar work are also identified to be included in a redundancy selection pool alongside those at risk of a reduction (partial or complete) in fte. UMC ask line managers to hold exploratory meetings with all those at risk of redundancy. The date of the exploratory meeting is recorded and sent to the Faculty HR Manager who includes these dates in his report to Central HR. This begins the redundancy process.

2. FORMAL REDUNDANCY MEETING: If the funding timeline gets even shorter then HR invite staff to a formal meeting to discuss the fact that the Institute is considering redundancy. This meeting is attended by the staff member at risk of redundancy and possibly a colleague or union representative, the Head of Department and the Faculty HR Manager. At this meeting possible alternative options such as further possible funding or redeployment at the IoE will be discussed.

3. LETTER OF REDUNDANCY / REDEPLOYMENT LIST: If after the meeting, redundancy is confirmed, then staff will be sent a formal letter giving them three months’ notice of redundancy. Staff are put on a redeployment list that gives them preferential treatment for any appropriate vacancies across the Institute at the same grade and approximate fte. Although they have a formal letter of redundancy, this can be withdrawn up to the final day if funding comes in or if another job becomes available for them across the Institute.

STAFF CONTRACTS / REDUNDANCY/ SELECTION POOLS

Staff should feel free to approach UMC if you have any queries about your contract or the redundancy process.

SESSIONAL AND TEMPORARY STAFF

Hourly rates of pay are available from the IoE website.

The form for requesting an agency temp via the Institute is available from the Faculty Research Consultancy and Knowledge Transfer Manager.

SESSIONAL AND TEMPORARY STAFF

Work should normally be undertaken by staff on normal employment contracts. If this is not practicable then research or admin associates or other temporary staff can be employed. All staff are subject to induction and exiting procedures.

All temporary staff are issued with sessional contracts. These staff must complete monthly timesheets (MTS.)

The Project Director is responsible for temporary staff working on his/her project.

SESSIONAL AND TEMPORARY STAFF

Sessional staff and casual staff must fill in a monthly timesheet (MTS). This will be dealt with by the Project Director or the Faculty Research Consultancy and Knowledge Transfer Manager. Ensure that any forms handed to you are sent to Human Resources before the 5th of the month to make the payroll deadline. MTS forms are kept by the pigeonholes in the resource room.

Details are available via the Unit Administrative Officer.

SESSIONAL AND TEMPORARY STAFF

Before temporary work is taken on the Project Director must liaise with the Faculty Research Consultancy and Knowledge Transfer Manager to check the available budget, whether a contract is required, and the best means of payment or process for completion of timesheets.

The Project Director must ensure that sessional staff fill in monthly timesheets. These must be returned to Finance by the 10th of the month in order that the member of staff is paid at the end of the month. All FEES1 forms for casual staff and MTS (monthly time sheets) for fees-paid staff should be noted with the project code and passed to the Unit Manager for processing.

Staff contractual issues