Policies
Ensure you are using the most up-to-date versions of Kent policies and regulations.
| Title | Description |
|---|---|
| Academic Career Map | A framework setting out what we expect from academic staff, how we support them and how we recognise their achievements at each career stage. |
| Academic and research staff additional staff salary awards | Applies to all academic and research staff, excluding professors and staff whose appointments are subject to probation |
| Academic and research staff promotions | Applies to all academic and research staff, including probationers and Grade 7 lecturers |
| Academic Leadership Allowances | This policy sets out the arrangements for the remuneration of academic, limited tenure leadership positions |
| Academic leave of absence | To enable academic staff to accept temporary appointment elsewhere, undertake approved work outside the UK or take study leave funded by an external body |
| Academic Probation | Policy and procedures for academic staff on probation. Applies to 2019/2020 staff only. |
| Additional leave purchase facility | How to 'buy' additional leave from Kent. |
| Adoption leave and pay | Provisions and rights for staff who are newly adopting a child |
| Adverse weather policy | Responsibilities and pay arrangements for all University staff during adverse weather conditions including snow and ice |
| Alcohol and substance misuse | Kent's position on drugs and alcohol misuse within the workplace |
| Anti-bribery and corruption | Our commitment to preventing bribery - and how we deal with any infringement |
| Appeals | If you are considering appealing a decision made against you under relevant ordinances, including performance improvement, conduct and redundancy |
| Appraisal - Relect, Plan, Develop (RPD) | To help you fulfil your role effectively, there are regular checks on work priorities and career development |
| Appraisals - academic and research staff | Framework for reviewing/planning performance for academic and research staff employed permanently or fixed-term for at least a year |
| Career break | Who is eligible and how to apply/award a career break for eg education, personal development, child(ren)/dependant care |
| Casual workers - engagement of | When to engage a casual worker and how to do it |
| CCTV | Management of Closed Circuit Television at our Canterbury and Medway campuses |
| Code of Conduct | A summary of key policies and practices for staff, a framework of expected standards, and behaviour guidlines |
| Compassionate Leave | Leave that may be granted following a beravement or if your partner or family member is diagosed with a critical illness or condition. |
| Conditions of Service | An overview of some of the most important aspects of the conditions of employment |
| Confidentiality of University business | Policy on confidenciality |
| Contract Extensions and Variations (DB501) | For use by managers when requesting to vary or extend an exisiting contract of employment |
| Contract management | Contractual arrangements for employing staff |
| Copyright | Protection of copyright and managing risks |
| Critical illness | Supporting staff who have an illness that's possibly long-term and potentially life threatening |
| Dealing with a potentially suicidal employee - Guidance for managers | Guidance for managers on how to respond to situations where there is concern that the wellbeing of an employee could potentially result in suicide or selfharm. |
| Declaration of interest | All staff have a general duty to disclose as soon as possible a financial or other interest in a transaction/proposed transaction between the University and a third party |
| Dignity at work | Treating staff with respect and protecting them from bullying and harassment |
| Disability in employment | Enabling suitably qualified people with a disability to apply for and continue employment with us wherever practicable |
| Disclosure of Criminal Records (DBS) | Conducting DBS Disclosure checks |
| Dismissal - Illegality or Some other Substantial Reason | Policy for when Kent needs to end the employment relationship with staff where the reason does not fall easily into the usual procedures for dismissal |
| EDI (Equality, Diversity and Inclusivity) | Creating and supporting a balanced, inclusive and diverse community for students, staff, visitors and the public |
| Employment references | Providing employment references and proof of highest/relevant qualifications |
| Environment | Committing the University to being a responsible corporate citizen that leads by example on environmental sustainability |
| Expenses | Check how much you are entitled to claim in our Employee Personal Expenditure Policy |
| Fixed term contracts | Fixed term contracts may only be used where there is an objective and justifiable reason |
| Flexible working | Who's eligible and how to apply for flexible working to balance home and work life |
| Fraud prevention and response | Developing and maintaining a culture and controls to prevent and detect fraud |
| Freedom of Speech | Kent's commitment to freedom of speech within the law. |
| Gifts - acceptance of | Advice on seeking/receiving gifts including cash and property |
| Grievance resolution | Raising concerns, problems or grievances about work, working relationships or the work environment |
| Health and safety policy (parts 1, 2, 3) | Statement, management and implementation of the University health and safety policy |
| Home working | Policy, process and best practice for working at home occasionally, temporarily and on a permanent basis |
| Hourly paid lecturers - engagement of | When and how to engage hourly paid lecturers |
| Immigration - Tier 2 (General) Workers | Tier 2 (General) is the route which enables UK employers to employ nationals from outside the resident workforce to fill particular jobs which cannot be filled by settled workers |
| Immigration - Tier 4 Student Workers | Policy and procedures on hiring Tier 4 Student Workers |
| Induction | Ensuring effective induction for all newly appointed staff |
| Information security | Securing information managed by the University to protect us from breaches of confidentiality, failures of integrity or interruption to availability of information |
| Internal secondments | Temporary deployment of staff to another role within the University for a specific purpose and period of time |
| International staff appointments | Making international appointments that are legally compliant and can be properly supported and resourced by the University |
| Interview expenses | Payment of interview expenses for external candidates travelling over 25 miles to the interview location |
| Investigations - formal | Guidance for managers conducting formal investigations |
| IT regulations | Relevant to anyone with a Kent IT account or using an IT facility provided by Kent |
| Job Evaluation | Based on HAY methodology, our job evalution scheme aligns to our commitment to the principles of equal pay for work of equal value. |
| Leave for public service and volunteering | Staff have a right to time off for certain public duties - including volunteering, jury service and appearing as a witness, members of the Territorial Army and reservists |
| Library regulations | Applies to anyone using the Templeman Library and all our library services, collections, facilities and equipment. |
| Managing conduct | What constitutes misconduct and how the disciplinary process works |
| Market supplement | Applying for a supplement to the normal reward package to help with recruitment to a new post |
| Maternity leave and pay | Maternity provisions and rights for staff who are pregnant and following the birth of their child, and the University's responsibilities |
| Naming (following a philanthropic donation) | Naming a building, facilities, research centres, academic/other posts, scholarships and bursaries following a philanthropic donation |
| No smoking | Ensuring compliance with No Smoking Regulations under Part 1 of the Health Act 2006 |
| Organisational Change | Ensuring that organisational change is undertaken transparently, consistently and fairly, enabling the University to meet its objectives and ensuring that staff have a say |
| Parental leave | 18 weeks' unpaid leave is available for staff who have a child aged under 18 |
| Paternity leave and pay | Paternity provisions and rights for staff whose partner is pregnant and has an expected week of birth or has been notified of a match for adoption |
| Performance improvement | Ensuring that all staff are given appropriate support and development opportunities to undertake their role effectively |
| Personal benefit | Staff should not use their office or employment for personal gain and should act at all times in good faith and in the interests of the University |
| Personal Data - Privacy Statement | How we use your information - HR Privacy Notice |
| Personal relationships | Ensuring that staff relationships do not result in an abuse of power, and that all teaching and management of staff and research is unbiased |
| Print/Copy/Scan Policy | Details of the Managed Print Service for staff |
| Probation - academic staff | Probationary policy for all newly appointed academic staff |
| Probation - Professional, Managerial, Support and Research Staff | Probationary policy for all newly appointed professional, managerial, support and research staff |
| Promotions - academic and research staff | Promotions to senior lecturer, reader and professor for all academic and research staff, including probationers and Grade 7 lecturers. |
| Records management | Underlining the University's commitment to take proper care of the records we hold - applies to all staff who work with these records |
| Recruitment policy | Framework for the recruitment and selection of staff |
| Redeployment | Supporting individuals who may be redeployed to another role at the University |
| Redundancy | Ensuring that redundancy is avoided wherever possible, engaging trade union partners, consulting affected staff/ relevant representatives and a fair and objective framework for redundancies |
| Redundancy - Voluntary | Guidance for schools and departments |
| Relocation expenses | Applying to all new staff - and existing staff taking up permanent appointments at a different campus - appointed to a salaried post in the UK to grades 7 and above or the professional and senior management staff scale who meet qualifying criteria |
| Retirement - extended efficiency | Agreeing retirement timing of mutual benefit to staff member and the University |
| Right to work in UK | We have a duty to prevent illegal working by carrying out document checks before an individual commences work |
| Risk management | The University's approach to risk management, including the roles/responsibilities of eg Council, Executive Group, Audit Committee, risk management process and reporting procedures |
| Safeguarding students | Ensuring the health, safety and welfare of all children/vulnerable adults making use of our services and facilities, and providing a safe, supportive environment for all students and University visitors |
| Shared parental leave | Provisions and rights for staff to take shared parental leave following the birth or adoption of their child |
| Sickness absence - Ill Health Ordinance | How to handle employment issues arising from serious, long term ill health, disability and/or incapacity, in a supportive way |
| Sickness absence - management of | Guidelines for managers and all categories of staff relating to sickness absence |
| Special leave | Offering flexibility, wherever possible, to allow staff to deal with personal or domestic matters requiring immediate attention or time away from the workplace |
| Staff development | Kent is committed to providing learning and development for all our staff, enabling them to fulfil their potential and helping us achieve our strategic objectives. |
| Study leave | All research-active staff are eligible to apply for study leave to progress their research. Applications for other purposes (eg developing new teaching skills) will also be considered |
| Suspension | When suspension of a member of staff should be considered and the process to follow |
| Time off for trade union duties | Managers' guide to providing facilities, including paid time off, for accredited trade union representatives |
| Transfer Between Academic Contracts | Procedures for moving from one type of academic contract to another. |
| Travel policy | Guidance on when and how to book travel, how to assess and manage risk when travelling (especially to countries that may present danger to visitors), the use of rail, hotels, taxis, flights, and specialist providers such as Uber, AirBnB, and Booking.com. |
| Travelling and working overseas | Steps to be taken by staff and students to ensure their personal safety when travelling and working outside the UK in places outside the University's direct control |
| Whistleblowing | Ensuring that those who have genuine concerns about the conduct of others, and believe that disclosure is in the public interest, have a safe and secure way to voice them |
| Working Time Regulations | Information and specific provisions in place to adhear to the Working Time Regulations with which the University much comply. |