UCL Institute of Health Informatics


IHI Human Resources

Find out all you need to know about HR, employment and benefits at the UCL IHI.

IHI Specific HR Information

If you have any HR queries not addressed in this page, contact the IHI HR Team.

Staff development and recognition: Appraisals and Promotions


An appraisal should involve listening (on the part of the appraiser and appraisee), constructive feedback, support and collegial advice. It is also necessary to agree reasonable and deliverable goals that support your personal and career development. 

Essential resources:

Additional resources:

For all policies, visit the UCL human resources webpage. Please note that if you use the UCL standard forms, you must include a question on education if you are a research or academic memeber of staff.

Promotions guide

Please visit the Faculty's Guide to Promotions Processes to find out more.

Institute profile

The UCL Institute of Health Informatics (IHI) is led by Professor Harry Hemingway. The Vision of the Institute is to conduct high quality research that leverages big data and health informatics approaches to improve health at local, national and international levels.  We are developing cutting edge programmes of research in the areas of Discovery Science, Precision Medicine, Learning Health Systems, Public Health and Citizen Driven Health.  These programmes of research are underpinned by: excellent secure data infrastructure; adding value to key linked data resources to make data research-ready; development of multidisciplinary methodological expertise; engagement with patients, the public and health services; strong local, national and international academic partnerships and excellent multidisciplinary training programmes. For further information on the Institute can be found on the IHI website

Job description templates

The UCL Human Resources webpages provide Job Description templates.

Additional text to include in job descriptions

The below text should be included in all new research staff job descriptions/contracts (and other roles where appropriate, e.g. some data manager, technical staff, research nurse posts):

'Subject to the regulations of the funding bodies appropriately qualified members of research staff will be expected to contribute to teaching or other departmental activities. At the present time this is estimated to amount to an absolute maximum of thirty contact teaching hours per annum for full time staff'.

Recruitment training

UCL policy requires that all members of interview panels have received training in fair recruitment. This requirement is met by attending the Recruitment and Selection HR Policy Briefing

As part of the Faculty’s commitment to address bias and inequity it is policy that:

  • Everyone chairing an Interview Panel will have attended Unconscious Bias training;
  • Everyone on an interview panel will have undertaken the online training.

For information of the UCL recruitment and Selection Policy visit the UCL human resources webpage.

Staff induction

IHI staff induction pack

All staff induction materials can be found at the UCL Welcome space. 


Sickness Absence

  • An employee who is unwell and cannot attend work must inform their manager of this and provide additional information such as the anticipated length of absence and any important or urgent work that needs to be covered.
  • When an employee knows in advance that they are likely to be absent e.g. for a routine surgery and recovery, they should inform their manager and provide any additional useful information such as the anticipated length of their absence.
  • Line managers are required to record all periods of sickness absence, including any part days.
  • When an employee returns to work, they should either complete a UCL Sickness Absence Record Form, or follow local procedures to ensure the correct information has been recorded on-line through MyView. Please see detailed Classification of Reasons for Sickness Absence.
  • For the full UCL policy on sickness absence visit the UCL website

Annual leave

The leave year runs from 1 October until 30 September. Annual leave for full-time staff will be subject to an entitlement of twenty-seven days, additional to such days as UCL is customarily closed and to statutory holidays. These entitlements are pro-rata for part-time staff. Further details can be found on the HR website here.    

Leave for other reasons

Details of UCL's policy on leave for domestic and personal reasons can be found here.

Recording of Absence from Work

At UCL everyone is encouraged to take annual leave regularly and maintain a healthy work life balance. For those who need them, there are provisions for flexible working, maternity/paternity/adoption leave, sabbatical leave, special leave and sick leave. Relatively new employment regulations now prescribe the handling of annual leave during periods of sickness absence and employers are required to report any unauthorised absence of staff who are the subject of a certificate of sponsorship from UCL. In order to ensure that staff are taking the leave due to them, that leave policies are applied consistently and that employment regulations are not breached, UCL needs better records of annual leave and sickness absence. Further information can be found here.

MyView should be used to record leave, details can be found here.