For newly appointed or promoted staff the incremental date will be the date they take up their post. An employee’s first day at a new job can be an overwhelming experience–not just for the new hire but for managers, too.

This handbook sets out pay and conditions for staff within the remit of the NHSPRB. Section 40 explains the role of the NHS Staff Council, its executive and the NHS pay review bodies. Annex 16 sets out the extended coverage of the NHSPRB. Pay and conditions for the most senior managers are outside the scope of this handbook (see paragraph 1.7 in this section).The NHS Job Evaluation Handbook sets out the basis of job evaluation, which underpins the pay system and includes the factor plan, the weighting and scoring document and a guide for matching posts locally.

Let new employees know that you’re happy they’re part of the team. Explain your company purpose, history, and mission statement. This section should be welcoming and make employees feel a part of the team. A hierarchy chart Where teams of staff agree rosters among themselves, including who covers unsocial hours shifts, it will be for the team to decide how these shifts are allocated, provided the team continue to provide satisfactory levels of service cover.Make it part of onboarding: Distribute the employee handbook during the onboarding process to help acclimate employees and welcome them to the team. Therefore, it makes sense to place these in one easily accessible place for your employees to access. Your employee handbook will contain your policies and procedures, such as a diversity and equality policy or holiday leave policy. In addition, you must include a grievance and disciplinary procedure that complies with the Acas code. Ensuring that your employee handbook is clear and given to all your employees can help you if you face any disputes with them. Current entitlements for cost of living supplements in areas outside London and fringe zones will continue but will be re-expressed as long-term recruitment and retention premia.

The NHS Staff Council guidance Appraisals and KSF made simple - a practical guide enables NHS organisations to develop and implement local arrangements that are consistent with the principles underlying the national KSF. Employers may use the NHS KSF or other skills/competency frameworks, which are in line with the KSF principles. Grievance procedure - As with the disciplinary procedure, all employers must have a written grievance procedure and this should comply with the ACAS Code and guidance. As with the disciplinary procedure above, if the minimum standards of good practice for employers and employees in relation to grievances set out in the ACAS Code are not followed, there is potential if the employee's grievance leads to a successful tribunal claim, the tribunal may penalise either party for unreasonably failing to follow the Acas Code by increasing or reducing the employee's compensation by up to 25%. If possible, it is a good idea to involve employees (and where appropriate Trade Union Representative) in the development and updating of the grievance procedure to ensure that employees are in agreement that the process is fair. The minimum required in a written grievance procedure is: details of the person to whom the grievance should be submitted; how to submit a grievance; and what steps will be followed during the grievance procedure. Employment contract types. Define full-time and part-time employees, and also interns, apprentices and other workers you employ.With thousands of PA employers across the country, and with tens of thousands of people accessing Self-directed Support (SDS), it’s important that both current and potential employers under Option 1 of SDS have access to consistent and good-quality information at all stages of their employer journey. The NHS pay system as a whole will have two pay spines or series of pay bands: pay spine one for staff within the remit of the Doctors’ and Dentists’ Review Body and pay spine two for staff within the extended remit of the NHS Pay Review Body (NHSPRB). If your business conducts exit interviews, mention that here. Explain the reasoning behind them and the process. Employee Handbook Tips and Best Practices Given the prevalence of cell phone use and social media, employers should consider including a communications policy in the employee handbook. A communication policy can include information about what is allowed and not allowed regarding company-owned cell phones, computers and devices while on the job, such as social media postings, personal calls or matters and communications with the media. Compensation and Benefits Information Describe any wellness benefits you offer, such as gym memberships or mental health services. Employee compensation and ongoing development

Your Code of Conduct provides a framework for employee behavior. You’ll outline how you expect employees to treat others, whether they’re colleagues, partners, customers or external stakeholders. It’s about ethics and trust – and building a safe and professional space for everyone.Employee handbooks provide a variety of benefits both to the employer and to the employees. Sets Clear Expectations Employee health. This could be anything from private health insurance to gym membership to wellness programs. Also, insert explanations of relevant laws like the FMLA and COBRA. SDSS Chief Executive, Donald Macleod, said: “The handbook is a welcome resource for people employing their own support staff through Option 1 of Self-directed Support. A recruitment and retention premium is an addition to the pay of an individual post or specific group of posts where market pressures would otherwise prevent the employer from being able to recruit staff to and retain staff in, sufficient numbers for the posts concerned, at the normal salary for a job of that weight (a job “weight” score which assigns a pay band through the job evaluation process).