This policy sets out how the organisation provides a safe and secure environment for its colleagues, where unacceptable behaviour is not tolerated. It establishes the framework for managing unacceptable behaviour, provides guidance on how incidents should be dealt with and outlines the arrangement for establishing a single point of contact should the need arise.

This policy provides a framework for consistent and fair practice on the issues to be considered when developing agile working arrangements. The policy also signposts managers and colleagues to other relevant policies that should be considered when making decisions about new ways of working.

The organisations annual leave policy aims to ensure that all managers and colleagues are aware of the process for calculating, recording, authorising and managing annual leave and purchasing additional annual leave where applicable. Its purpose is also to ensure that all colleagues are treated consistently and fairly throughout the organisation.

The aim of this policy is to improve access to and take up of a wide range of apprenticeships for new and existing colleagues. This document also aims to ensure that apprentices are recruited and treated fairly within the workplace, recognising that some may be under the age of 18 and therefore recognising our safeguarding responsibilities to these individuals, and ensuring that apprentices have a focused career pathway.

Disciplinary policy and procedure

Disclosing and barring checks for criminal records are one of the 6 NHS employment check standards that must be carried out by the NHS Kernow Clinical Commissioning Group (NHS Kernow). This is part of the recruitment process to safeguard the children and vulnerable adults within its care.

To ensure that the ICB meets its obligations to safeguard the health, safety and welfare of its colleagues and all who use its services. To maintain a healthy work environment free from the influence of substance misuse and alcohol and problem gambling. To provide advice and guidance to managers on how to sensitively support and deal with situations where a colleague may be experiencing problems with alcohol, substance or gambling addiction.

NHS Kernow Clinical Commissioning Group (NHS Kernow) believes that flexible working can increase a colleague's motivation, promote work life balance, reduce stress, and improve performance and productivity.

We welcome speaking up and we will listen. By speaking up at work you will be playing a vital role in helping us to keep improving our services for all patients and the working environment for our staff.

We welcome speaking up and we will listen. By speaking up at work you will be playing a vital role in helping us to keep improving our services for all patients and the working environment for our staff.

NHS Kernow Clinical Commissioning Group (NHS Kernow), together with trade unions and professional organisations, is committed to providing a healthy working environment where all colleagues are treated with dignity and respect. The organisation aims to value diversity and promote inclusion for all colleagues. As part of this overall commitment, we want to promote an inclusive culture in which all colleagues have the right to be treated with dignity and respect at work, where bullying and harassment is not tolerated. We want colleagues to feel safe to speak out and discuss any matters of concern without fear of reprisal.

Based on the principles of partnership working, we aim to ensure that job matching, and evaluation continues to be managed in a fair, objective and consistent manner in accordance with the national NHS job evaluation scheme. It is recognised that there may be a desire to recognise high levels of work output and commitment. However, the principles for reviewing job descriptions are based on an objective job matching assessment of what is actually required of the role and not an individual's capability. There are many ways in which your capability and development can be supported and advice on this can be sought from the people and organisational development (POD) team.

Mutually agreed resignation scheme (MARS) is a form of voluntary severance, designed to enable colleagues, in agreement with their employer, to choose to leave their employment voluntarily in return for a severance payment.

Revalidation is the process that allows nurses, midwives and nurse associates to maintain their registration with the nursing midwifery council, (NMC). All nurses, midwives and nurse associates need to meet a range of requirements designed to demonstrate how the registrant practices to the standards which are outlined in the NMC Code of Practice.

This policy sets out the principles and procedure for managing organisational change. It aims to ensure that change is handled in a way that is sensitive, consistent, fair and in line with statutory requirements and best practice.

NHS Cornwall and Isles of Scilly Integrated Care Board (ICB) seeks to create a culture where colleagues work to their full potential, achieve their objectives and are up to date with all their mandatory training.The national terms and conditions of service handbook specifically annex 23 is explicit in that pay progression is dependent on an individual demonstrating that they have achieved the required level of knowledge, skills and performance for their role.

NHS Kernow Clinical Commissioning Group (NHS Kernow) is dedicated to providing a high-quality service through merit based, robust recruitment and selection of colleagues and through effectively managing and developing them to sustainable levels of sound performance.

Pregnancy and baby loss policy

This policy provides guidance and information in relation to the provisions that may be available to colleagues who need to change their place of residence to take up an appointment with the NHS Kernow Clinical Commissioning Group (NHS Kernow).

NHS Kernow Clinical Commission Group (NHS Kernow) is keen to support colleagues who wish to look at their retirement with a flexible approach. This policy details the options available for colleagues to consider in retirement.

NHS Kernow Clinical Commissioning Group (NHS Kernow) recognises that in some instance's colleagues take on employment with other organisations. NHS Kernow believes that it is acceptable for colleagues to hold other contracts, providing they do not interfere with their duties within NHS Kernow.

NHS Kernow Clinical Commissioning Group (NHS Kernow) recognises it has responsibility to ensure that all colleagues are adequately and trained and able to do their jobs well and to the required standard.

NHS Kernow Clinical Commissioning Group (NHS Kernow) believes in the importance of promoting and supporting the health and wellbeing of colleagues and at the same time, achieving excellence in terms of attendance. It is recognised that the successful management of workplace stress can have a positive impact on levels of attendance, morale and productivity

Time off policy

This policy sets out requirements on the completion and reimbursement of travel and subsistence expenses claims.

NHS Kernow Clinical Commissioning Group (NHS Kernow) recognises the important role volunteers play in the organisation. Volunteering enhances the service we provide and has benefits for patients, colleagues, and the wider community. Volunteers can add value to and complement the work of our colleagues.