The Trust's policies relate to its operation, staff, facilities, health and safety, risk management and services provided to patients
The Trust provides a wide range of policies to support staff in their everyday lives which set out the necessary guidance for decision making and the associated processes.
At NCIC, everyone is equal. We recognise the need to tackle discrimination and promote equality. We do everything we can to ensure all our policies:
Please note that the information in italics in the policy template is for author guidance only and should be removed once you have completed the information.
If you're unsure of the process to follow within any policy, speak to your line manager before contacting the policy author or accountable director.
If you are unsure of the arrangements for managing policies, email the policy help desk on policyhelpdesk@ncic.nhs.uk
If you require written communication e.g. appointment letters, clinic outcome letters, including any of our publications, to be translated into another language or format, such as Braille, large print or audio, contact:
This policy supports the practice of equal pay for work of equal value within North Cumbria Integrated Care NHS Foundation Trust (NCIC), in line with the NHS Job Evaluation Scheme: Agenda for Change and Equal Pay Legislation.
The purpose of this policy is to set out the Trust’s arrangements for, and approach to, the provision of the annual appraisal and one to one discussion underpinned by a supportive conversation.
This policy document sets out expectations for all staff with regard to Apprenticeships and should be read in conjunction with organisational ‘Apprenticeship Guidelines for Managers’ where appropriate.
This policy and related procedures must be used by Trust staff who wish to book bank workers for work in ward areas or departments of NCIC, and also by bank workers who are engaged to undertake work in the Trust.
This policy is to set out rules and guidance to be followed in respect of travel undertaken in the course of employment, and to ensure employees are reimbursed at the correct rates for any mileage that they are required by their employer to travel on NHS business
The Capability Policy relates to matters of work performance. All employees have a responsibility to achieve and maintain a satisfactory level of performance.
This policy applies to all staff, including permanent employees of North Cumbria Integrated Care Foundation Trust, temporary or agency staff, locum medical staff, contracted staff, students and volunteers.
This policy is to support the Recruitment and Selection policy in relation the safe recruitment of staff, temporary workers and volunteers working in regulated activities.
This policy sets out the Trust’s principles, controls and procedures for appointing appropriately screened and suitably qualified agency workers and locums in the context of securing continuity of provision of safe services to patients.
This policy illustrates our commitment to provide an inclusive culture which treats all individuals with dignity and respect. The Trust values diversity and recognises that different people bring different perspectives, ideas, histories, opinions, knowledge and culture, and that this difference brings great strength.
This policy applies to all individuals leaving the Trust/moving role within the Trust/indicating they are considering leaving the Trust (including those who are looking to retire/have indicated that they intend to retire from the Trust)
All NHS organisations and others providing NHS healthcare services in primary and secondary care in England are required to adopt this policy as a minimum standard to help normalise speaking up for the benefit of patients and workers.
This policy forms the overarching document to support inclusion of all gender diversity within North Cumbria Integrated Care NHS Foundation Trust (NCIC).
This policy provides guidance to Managers and employees on the types of leave available, which are in many instances in excess of statutory provision.
Annual leave procedure - including calculation and application of annual leave and Public Holiday entitlements, ensuring employees take adequate rest away from work whilst maintaining the needs of the service.
Special leave procedure – support available to deal with situations requiring the request of special leave (paid or unpaid), in order to balance the demands of domestic, personal and work responsibilities including times of urgent and unforeseen need.
New Parents Leave & Pregnancy at Work procedure – including entitlements to leave, the application procedure and pay and the steps that managers must take to ensure that new and expectant parents are not exposed to hazards to health to them or the unborn child.
Time off in lieu procedure - provides guidance for claiming time back in lieu where additional work has been required.
The aim of this policy is to protect individuals in situations where a personal relationship exist or develop in the workplace, to ensure that no accusations of unprofessional or inappropriate behaviour, conflict of interest, bias, or be the subject of allegations from patients/service users or their relatives or carers, members of the public or other staff.
This policy is to facilitate and support all newly registered healthcare professionals in their progress to transition into their role as a confident and competent practitioner to deliver safe high quality care.
This policy details the use of probationary periods within North Cumbria Integrated Care NHS Foundation Trust (NCIC) and ensures consistent application throughout the process.
This Policy sets out how the Trust ensures that those individuals who are required to be professionally registered remain so throughout their employment with the Trust including substantive, bank and agency staff.
This policy applies to the practices and principles of the recruitment of temporary, substantive and fixed term appointments, both part-time, full-time, and bank staff in all employment groups and grades.
This policy provides guidance on the reimbursement of relocation expenses to prospective eligible employees for posts identified as ‘hard to fill’ by the Trust
The aim of the policy is to promote early identification and effective management of any performance related difficulties a medical or dental practitioner may have, allowing them to return to high quality and safe practice, by managing these issues in a supportive and consistent way.
This policy and the associated procedure replaces the Trust’s previous Grievance Policy and Dignity at Work Policy. It takes into account the Advisory, Conciliation and Arbitration Service (ACAS) Code of Practice on Disciplinary and Grievance Procedures and ACAS guidance on Handling a bullying, harassment or discrimination complaint at work.
The purpose of this document is to ensure the effective utilisation of the workforce through efficient rostering and provides the general framework with which rosters (manual or electronic) must comply.
This policy provides guidance on the management of secondments and an accountable and transparent framework to ensure that secondment opportunities are equitable, fair and effective in meeting the needs of the individual and the Trust.
This Policy describes the arrangements for statutory and mandatory training as deemed essential across the Trust to ensure that staff have the skills and knowledge required to support safe working practices and deliver high quality patient care.
This policy aims to minimise any adverse effects as a result of serious incidents, complaints or claims, through the provision of appropriate immediate and on-going support.
This policy confirms uniform standards and standards of dress expected of employees of the Trust, based upon the objectives of patient safety public confidence and staff comfort.
The aim of this policy is to ensure that Trust staff work with volunteers in a consistent way, and that volunteers are clear about what they can expect from North Cumbria Integrated Care Trust NHS Trust.
This policy document sets out the requirements for offering work experience excluding programmes negotiated as part of the Service Level Agreement for pre-registration placements but including shadowing for potential applicants to study medicine.
