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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
http://www.ucl.ac.uk/hr/docs/recruitment.php

Access To Work Procedure
http://www.ucl.ac.uk/hr/docs/access_to_work.php

Probation Procedure
http://www.ucl.ac.uk/hr/docs/prob_procedure_links.php

Appraisal Schemes
http://www.ucl.ac.uk/hr/docs/appraisal_links.php

Capability Policy
http://www.ucl.ac.uk/hr/docs/capability.php

Working Time Regulations
http://www.ucl.ac.uk/hr/docs/working_time_regs.php

Workload Allocation Framework
http://www.ucl.ac.uk/hr/docs/workload_allocation.php

Health & Safety Policies & Risk assessment
http://www.ucl.ac.uk/efd/safety_services_www/guidance/

Occupational Health Procedures
http://www.ucl.ac.uk/hr/occ_health/

Policy on Harassment and Bullying at Work
http://www.ucl.ac.uk/hr/docs/harrassment_bullying.php

Work-Life Balance Policy
http://www.ucl.ac.uk/hr/docs/work_life_balance.php

Grievance Procedure
http://www.ucl.ac.uk/hr/docs/grievance.php

 

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
http://www.ucl.ac.uk/hr/docs/gradings/guide_job_desc.php

Appraisal Schemes
http://www.ucl.ac.uk/hr/docs/appraisal_links.php

Training and Development Programme
http://www.ucl.ac.uk/hr/sdtu/

Work-Life Balance Policy
http://www.ucl.ac.uk/hr/docs/work_life_balance.php

Policy on Sabbatical Leave
http://www.ucl.ac.uk/hr/docs/sabbatical.php

Recognised Trade Union Representation
http://www.ucl.ac.uk/hr/docs/ucl_trade_unions.php

Workload Allocation Framework
http://www.ucl.ac.uk/hr/docs/workload_allocation.php

Access To Work Procedure
http://www.ucl.ac.uk/hr/docs/access_to_work.php

Study Assistance Scheme
http://www.ucl.ac.uk/hr/osd/sas/faqs.php

Policy on Leave for Domestic and Personal Reasons
http://www.ucl.ac.uk/hr/docs/leave_domest_personal_reasons.php

Flexible Working to Care for Children
http://www.ucl.ac.uk/hr/docs/flexible_working.php

Grievance Procedure
http://www.ucl.ac.uk/hr/docs/grievance.php

 

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
http://www.ucl.ac.uk/hr/docs/access_to_work.php

Health & Safety Policies & Risk assessment
http://www.ucl.ac.uk/efd/safety_services_www/guidance/

Occupational Health Services
http://www.ucl.ac.uk/hr/occ_health/

Employee Assistance Programme and Counselling Services
http://www.ucl.ac.uk/hr/occ_health/services/emp_assistance_program.php

Work-Life Balance Policy
http://www.ucl.ac.uk/hr/docs/work_life_balance.php

Policy on Leave for Domestic and Personal Reasons
http://www.ucl.ac.uk/hr/docs/leave_domest_personal_reasons.php

Flexible Working to Care for Children
http://www.ucl.ac.uk/hr/docs/flexible_working.php

Policy on Harassment & Bullying at Work
http://www.ucl.ac.uk/hr/harassment/index.php

Departmental Equal Opportunities Liaison Officers (DEOLOs) 
http://www.ucl.ac.uk/hr/equalities/equality_advisors.php

Training and Development Programme
http://www.ucl.ac.uk/hr/sdtu/

 

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

Equal Opportunities Policy
http://www.ucl.ac.uk/hr/docs/equal_opportunity.php

Recruitment and Selection Policy and Procedures
http://www.ucl.ac.uk/hr/docs/recruitment.php

Religion And Beliefs Guidance
http://www.ucl.ac.uk/hr/docs/religion_beliefs_guidance.php

Violence at Work – Guidelines
http://www.ucl.ac.uk/hr/docs/violence.php

Sexual Orientation policy
http://www.ucl.ac.uk/hr/docs/lgb_discrimination.php

Disability Policy
http://www.ucl.ac.uk/hr/docs/disability_policy.php

Training and Development Programme
http://www.ucl.ac.uk/hr/sdtu/

Policy on Harassment & Bullying at Work and Harassment website
http://www.ucl.ac.uk/hr/harassment/index.php

Departmental Equal Opportunities Liaison Officers (DEOLOs) 
http://www.ucl.ac.uk/hr/equalities/equality_advisors.php

Guidance to Non-Discriminatory Language
http://www.ucl.ac.uk/hr/docs/non_discrim_language.php

Code of Conduct on Personal Relationships at Work
http://www.ucl.ac.uk/hr/docs/personal_relationships.php

Race Equality Policy
http://www.ucl.ac.uk/hr/docs/race_equality.php

Grievance Procedure
http://www.ucl.ac.uk/hr/docs/grievance.php


 

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
http://www.ucl.ac.uk/hr/docs/recruitment.php

Grading  review procedures
http://www.ucl.ac.uk/hr/docs/Grading_Procedure_for_Support_Staff-final.php

Probation Procedure
http://www.ucl.ac.uk/hr/docs/prob_procedure_links.php

Appraisal Schemes
http://www.ucl.ac.uk/hr/docs/appraisal_links.php

Capability Policy
http://www.ucl.ac.uk/hr/docs/capability.php

Workload Allocation Framework
http://www.ucl.ac.uk/hr/docs/workload_allocation.php

Academic promotion criteria
http://www.ucl.ac.uk/hr/docs/promotions_procedure_links.php

Training and Development Programme
http://www.ucl.ac.uk/hr/sdtu/

Workload allocation framework for academic staff
http://www.ucl.ac.uk/hr/docs/workload_allocation.php


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:

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
http://www.ucl.ac.uk/hr/staff/hr_staff_by_dept.php

Appraisal Schemes
http://www.ucl.ac.uk/hr/docs/appraisal_links.php

UCL News
http://www.ucl.ac.uk/news/

UCL website: Top stories, UCL Events, Announcements
http://www.ucl.ac.uk/

Corporate Communications Strategy
http://www.ucl.ac.uk/Development/

Details of new employment policies circulated to all staff and all policies on UCL HR website
http://www.ucl.ac.uk/hr/policy_procedure/

Recognised Trade Union’s who are consulted on the detail of change affecting staff and keep their members informed
http://www.ucl.ac.uk/hr/docs/ucl_trade_unions.php