ÌÇÐÄlogoÈë¿Ú

Our People Strategy sets out our vision for supporting continued excellence and success in the areas of research, teaching and learning, student recruitment and satisfaction, and staff and student equalities.

Find out about our responsibilities and functions, and how our department is structured.

ÌÇÐÄlogoÈë¿Ú embraces and celebrates the differences between people, recognising the strengths and benefits of a diverse, inclusive society, workforce and student body.

View our full range of current vacancies at ÌÇÐÄlogoÈë¿Ú.

We offer a wealth of benefits, including career development, family-friendly policies, travel loans and health and wellbeing support.

Read our practical information about how things work at ÌÇÐÄlogoÈë¿Ú, what you need to know in your first few weeks with us and links to what’s going on in the College.

All staff are required to provide evidence to demonstrate their right to work in the UK prior to commencing employment at ÌÇÐÄlogoÈë¿Ú.

The Progress and Development Review is a process of reviewing individual progress, development and achievements on an ongoing basis throughout the year.

The purpose of the Talent Management Framework of Professional Behaviours is to support the performance, learning and career development of all professional and support staff at ÌÇÐÄlogoÈë¿Ú.

The College is committed to helping its staff to achieve their full potential, and study support is one of the key approaches for supporting achievement of this aim.

A key approach to supporting academic staff performance, motivation, planning, and engagement with the College is the annual Academic Review discussion.

Guidance for researchers on how to use your Academic Review or PDR support and improve your prospects and support your career development.

There are two schemes to help parents with the rising cost of childcare: the Childcare Voucher Scheme (Employer supported) and Tax-free childcare (Government supported).

The HR Excellence in Research Award measures the College's progress towards the implementation of the Concordat to support the career development of researchers.

Salary is paid in accordance with national salary scales for universities, with increments on scales normally payable on 1 October each year. Two pensions schemes are available.

Our academic progression procedures consider performance, research/scholarship, leadership and engagement. Academic staff are eligible for annual pay review, and can apply for promotion and increments.

Job evaluation provides a basis for a fair and orderly grading structure and underpins the College's commitment to equal pay for work of equal value.

This policy is a formal means of recognition and remuneration for short-term changes in the level of work tasks that employees agree to undertake beyond a temporary six-week period.

The College has excellent annual leave arrangements. All ÌÇÐÄlogoÈë¿Ú employees have the same pro-rata amount of leave.

ÌÇÐÄlogoÈë¿Ú's family leave policy includes maternity, paternity, shared parental and adoption leave, and helps our employees with child-caring responsibilities to balance work and family life.

Employees may be granted paid leave to attend a funeral and to attend to urgent family affairs after a bereavement, or to provide care in the case of a serious illness.

The arrangements described here concern leave of absence for academic purposes, such as for teaching and research.

This policy explains ÌÇÐÄlogoÈë¿Ú’s approach to requests for time off for statutory public, political, civic and judicial activities and clarifies the associated terms and procedure.

This policy provides details of the standard working week for all non-academic ÌÇÐÄlogoÈë¿Ú staff, and the terms under which overtime and time off in lieu may be worked and paid.

All staff appointed to academic roles at the College will normally serve a probationary period before being considered for confirmation in post.

ÌÇÐÄlogoÈë¿Ú is committed to supporting and guiding new members of staff to develop the necessary skills, competencies and performance standards required to successfully fulfil the requirements of the job.

The probation procedure is designed to ensure that newly appointed staff receive support to understand and carry out their role and responsibilities.

Secondments offer career development opportunities and can contribute to the commitment to working in partnership with other organisations to promote, develop and strengthen networks.

ÌÇÐÄlogoÈë¿Ú is committed to retaining the valuable skills, knowledge and experience of existing staff, where this is practicable.

ÌÇÐÄlogoÈë¿Ú recognises that a redundancy situation may arise as a result of changes in external funding, technological development, changes in organisational requirements or reduced student demand.

The policy ensures all staff understand their roles and responsibilities relating to sickness absence and that it is managed in a consistent, supportive, and effective way to maintain operations and service.

ÌÇÐÄlogoÈë¿Ú will consider requests to formally vary working hours through flexible working, with the understanding that any agreed arrangements must take into account the wider business needs of the College.

This policy details the arrangements for and the conditions on which homeworkers are employed by ÌÇÐÄlogoÈë¿Ú to work from or at home.

Where the need for fixed-term contracts arises, ÌÇÐÄlogoÈë¿Ú will ensure that staff employed on a fixed-term basis are treated fairly and their employment rights respected.

Our code of practice on academic staff engaged in private-led consultancy work sets out the College’s approach to academic staff engaged in or seeking to engage in consultancy activities.

The purpose of this policy is to define how hybrid working works at ÌÇÐÄlogoÈë¿Ú, University of London. It sets out the principles underpinning the College's approach to hybrid working, and how the College expects it to be implemented and managed in practice.

ÌÇÐÄlogoÈë¿Ú aims to recruit the best person for each vacancy through fair, systematic, effective recruitment and selection procedures.

The code applies to all disabled staff and job applicants, including those who become disabled while in employment.

ÌÇÐÄlogoÈë¿Ú's guidance on disability considerations in recruitment and selection.

This policy outlines ÌÇÐÄlogoÈë¿Ú’s commitment to ensuring that trans, gender non-conforming and non-binary staff are treated with dignity and respect and are not disadvantaged in the workplace.

Our race equality web pages outline our commitment to addressing racism and challenging injustice.

The disciplinary and dismissal process and procedure is intended to help and encourage staff to improve and maintain the required level of conduct.

ÌÇÐÄlogoÈë¿Ú is committed to providing the highest quality academic and work environment where all are welcomed, respected and treated in a consistent and non-discriminatory manner.

This policy helps establish appropriate standards and promote a safe and positive environment for students and staff.

Performance is managed through the College’s existing review and support mechanisms, including PDRs, meetings/one-to-ones, learning, development, coaching and mentoring.

ÌÇÐÄlogoÈë¿Ú values the importance of staff engaging in diverse activities that benefit the College and further the academic interests of staff. Such activities should not conflict with the interests and obligations of the College.

This policy and procedure outlines how ÌÇÐÄlogoÈë¿Ú will ensure that it sustains a safe environment in which staff and students can develop personally and academically.