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Managing Stress at Work - Appendix 1
The HSE Management Standards and UCL’s Policies and Procedures that Support the Achievement of the Standards
Standard 1: DEMANDS
Standard 2: CONTROL
Standard 3: SUPPORT
Standard 4: RELATIONSHIPS
Standard 5: ROLE
Standard 6: CHANGE
Standard 1: DEMANDS; includes issues like workload, work patterns, and the work environment.
The standard to aim for is that:
• Employees indicate that they are able to cope with the demands of their jobs; and
• Systems are in place locally to respond to any individual concerns.
What should be happening / states to be achieved:
• The organisation provides employees with adequate and achievable demands in relation to the agreed hours of work;
• People’s skills and abilities are matched to the job demands;
• Jobs are designed to be within the capabilities of employees; and
• Employees’ concerns about their work environment are addressed.
UCL Policies and Procedures that Support the Achievement of This Standard
Recruitment and Selection Policy and Procedures |
Access To Work Procedure |
Probation Procedure |
Appraisal Schemes |
Capability Policy |
Working Time Regulations |
Workload Allocation Framework |
Health & Safety Policies & Risk assessment |
Occupational Health Procedures |
Policy on Harassment and Bullying at Work |
Work-Life Balance Policy |
Grievance Procedure |
Standard 2: CONTROL; how much say the person has in the way they do their work.
The standard to aim for is that:
• Employees indicate that they are able to have a say about the way they do their work; and
• Systems are in place locally to respond to any individual concerns.
What should be happening / states to be achieved:
• Where possible, employees have control over their pace of work;
• Employees are encouraged to use their skills and initiative to do their work;
• Where possible, employees are encouraged to develop new skills to help them undertake new and challenging pieces of work;
• The organisation encourages employees to develop their skills;
• Employees have a say over when breaks can be taken; and
• Employees are consulted over their work patterns.
UCL Policies and Procedures that Support the Achievement of This Standard
Job Descriptions for all jobs |
Appraisal Schemes |
Training and Development Programme |
Work-Life Balance Policy |
Policy on Sabbatical Leave |
Recognised Trade Union Representation |
Workload Allocation Framework |
Access To Work Procedure |
Study Assistance Scheme |
Policy on Leave for Domestic and Personal Reasons |
Flexible Working to Care for Children |
Grievance Procedure |
Standard 3: SUPPORT; includes the encouragement, support and resources provided by the organisation, line management and colleagues. The standard to aim for is:
• Employees indicate that they receive adequate information and support from their colleagues and superiors; and
• Systems are in place locally to respond to any individual concerns.
What should be happening / states to be achieved:
• The organisation has policies and procedures to adequately support employees;
• Systems are in place to enable and encourage managers to support their staff;
• Systems are in place to enable and encourage employees to support their colleagues;
• Employees know what support is available and how and when to access it;
• Employees know how to access the required resources to do their job; and
• Employees receive regular and constructive feedback.
UCL Policies and Procedures that Support the Achievement of This Standard
| Appraisal Schemes http://www.ucl.ac.uk/hr/docs/appraisal_links.php |
Access To Work Procedure |
Health & Safety Policies & Risk assessment |
Occupational Health Services |
Employee Assistance Programme and Counselling Services |
Work-Life Balance Policy |
Policy on Leave for Domestic and Personal Reasons |
Flexible Working to Care for Children |
Policy on Harassment & Bullying at Work |
Departmental Equal Opportunities Liaison Officers (DEOLOs) |
Training and Development Programme |
Standard 4; RELATIONSHIPS; includes promoting positive working to avoid conflict and dealing with unacceptable behaviour.
The standard to aim for is:
• Employees indicate that they are not subjected to unacceptable behaviours, e.g. bullying at work; and
• Systems are in place locally to respond to any individual concerns.
What should be happening / states to be achieved:
• The organisation promotes positive behaviours at work to avoid conflict and ensure fairness;
• Employees share information relevant to their work;
• The organisation has agreed policies and procedures to prevent or resolve unacceptable behaviour;
• Systems are in place to enable and encourage managers to deal with unacceptable behaviour; and
• Systems are in place to enable and encourage employees to report unacceptable behaviour.
UCL Policies and Procedures that Support the Achievement of This Standard
Standard 5: ROLE; whether people understand their role within the organisation and whether the organisation ensures that the person does not have conflicting roles.
The standard to aim for is:
• Employees indicate that they understand their role and responsibilities and
• Systems are in place locally to respond to any individual concerns.
What should be happening / states to be achieved:
• The organisation ensures that, as far as possible, the different requirements it places upon employees are compatible;
• The organisation provides information to enable employees to understand their role and responsibilities;
• The organisation ensures that, as far as possible, the requirements it places upon employees are clear; and
• Systems are in place to enable employees to raise concerns about any uncertainties or conflicts they have in their role and responsibilities.
UCL Policies and Procedures that Support the Achievement of This Standard
Recruitment and Selection Policy and Procedures |
Grading review procedures |
Probation Procedure |
Appraisal Schemes |
Capability Policy |
Workload Allocation Framework |
Academic promotion criteria |
Training and Development Programme |
Workload allocation framework for academic staff |
Standard 6: CHANGE; how organisational change is managed and communicated in the organisation
The standard to aim for is:
• Employees indicate that the organisation engages them frequently when undergoing an organisational change; and
• Systems are in place locally to respond to any individual concerns.
What should be happening / states to be achieved:
- The organisation provides employees with timely information to enable them to understand the reasons for proposed changes;
- The organisation ensures adequate employee consultation on changes and provides opportunities for employees to influence proposals;
- Employees are aware of the probable impact of any changes to their jobs. If necessary, employees are given training to support any changes in their jobs;
- Employees are aware of timetables for changes;
- Employees have access to relevant support during changes.
UCL Policies and Procedures that Support the Achievement of This Standard
| Organisational Change Procedure http://www.ucl.ac.uk/hr/docs/organisational_change.php |
| The Weekly Provost’s Newsletter http://www.ucl.ac.uk/provost/ |
Academic Board: Provost discusses any issues involving major change with the Board and seeks feedback |
HR Consultancy Team advise managers on managing change appropriately |
Appraisal Schemes |
UCL News |
UCL website: Top stories, UCL Events, Announcements |
Corporate Communications Strategy |
Details of new employment policies circulated to all staff and all policies on UCL HR website |
Recognised Trade Union’s who are consulted on the detail of change affecting staff and keep their members informed |