1、HR Department GUIDANCE NOTE TO MANAGERS: ISSUE No. CASUAL POSITIONSBackground1. It is important that the recruitment of casual staff is transparent and conforms to good equal opportunities practice.2. The new integrated HR and Payroll system, iTrent, is scheduled for implementation from June 2010. A
2、s a result, preliminary HR work requires the administration of all casual staff (currently devolved to Faculties/Services) to be returned to HR with effect from 1 December 2009. Therefore, all casual contracts will be issued from HR from this date. New Arrangements from 1 December 20093. New casual
3、positions will be recruited based on a specific need for a temporary position within Faculties and Services.4. Faculties and Services should provide details of the need for a temporary position by completing Casual Employee Requisition form that can be obtained from HR website. 5. Faculties and Serv
4、ices should complete this form with all relevant post information including duties to be undertaken, grade, hours and location of the position. (If the grade of the position is unknown, Faculties and Services should contact their HR Business Partner/HR Adviser in the first instance).6. Upon receipt
5、of the Casual Employee Requisition Form within HR, the position will be assessed against the skills of employees on the ring- fence. Where there is a match, the position will be offered to those employees. Employees who are offered the opportunity of undertaking this position will be required to res
6、pond within 1 working day. 7. Employee(s) who express an interest in the temporary position will be notified to the Faculty or Service by HR and a meeting will be arranged between the Faculty or Service and the individual to discuss the temporary position and agree if appropriate the details of the
7、position e.g. start date, hours, rate of pay etc.8. On appointment to the temporary position, the Faculty or Service should provide all the relevant details using the Casual Employee Form that can be obtained from the HR website, and returned to the Recruitment Coordinator in HR. 10. If the position
8、 is not filled from employees on the ring-fence list, HR will forward the position to Purple Door to fill. If the temporary vacancy is a research position, the recruiter has the opportunity of offering this to research students in their area, rather than the position being forwarded to Purple Door.
9、If this situation applies and the position is filled, go to point 12.11. Purple Door will distribute the position to individuals registered with them and who have the skills required to fulfil the position. Purple Door will contact the Faculty or Service directly when candidate(s) are identified and
10、 will arrange a meeting with candidate(s) to discuss the temporary position and agree, if appropriate, the position details e.g. start date, hours, rate of pay etc. 12. The Casual Employee form should be completed by the Faculty or Service for the successful candidate. The Faculty or Service should
11、complete the job information with the agreed details such as grade, spine point, start date, type of casual contract etc, ensuring that all signatures are present at the bottom of the form and return this to the Recruitment Coordinator within HR.13. The appointed candidates details will be input int
12、o the current HR system, COMPEL by HR and a contract of employment and other relevant employment documents will be issued. The new casual employee is asked to bring their current passport to confirm identity and residency status in relation to an individuals right work in the UK to their department
13、on their first day of employment. Advice should be sought from HR regarding an individuals right to work.14. In unforeseeable emergency situations or where specialist skills are required and following the assessment of ring fence employee(s), a new casual employee may start work immediately, but must undergo the steps retrospectively, as outlined above in 12 within one month of starting work. This may only occur if approval has been given by the Faculty Manager of Head of Service.Peter BrookDirector of Human Resources
